Your Maternity Cover Isn’t Your Enemy... But Read This Before You Go

What no one tells you about leaving your job in someone else’s hands.

Your Maternity Leave Cover

Let’s talk about the strange, unspoken awkwardness of maternity leave cover. It’s a weird concept, really. Like hiring your boyfriend a shiny new girlfriend to keep him entertained while you’re off growing a human. Someone else stepping into your role, poking around in your spreadsheets, and sitting in your chair, it’s unsettling. It felt like they were hiring someone to play "better me" while I was away.

My two maternity leaves couldn’t have been more different. Honestly, if the second one had gone like the first, Worn Out Working Mum would never have existed. The first time around, I had a dream manager. Truly, she was a unicorn - a mum herself who understood the madness. Sure, she had her flaws (who doesn’t?), but she filled me with confidence. She told me my job was secure, reminded me how valuable I was, and made it clear that I was appreciated. Plus, I worked with an amazing team of women who had my back. It was a golden time.

Of course, we had to hire maternity cover. My brilliant manager framed it as a good thing: “It shows the company values your work,” she said. And she was right. But when the new hire showed up, my hackles immediately went up. She was single, child-free, and had the kind of boundless energy that makes new mums want to cry quietly in the corner. I’d be lying if I said I didn’t feel territorial. There was a strong urge to metaphorically pee on all my stuff to mark my territory, but I was too busy growing a human.

To her credit, the maternity cover was good at her job - maybe a little over excited though. I worried she was angling for something more permanent. Not necessarily my job, but a job, and that was unsettling for me at the time (rightly or wrongly so!)

When I returned, my role was handed back to me (hooray!), but not without a catch. The maternity cover had said yes to everything. I mean, everything. Suddenly, I had to clean up the mess by saying no to things I physically couldn’t manage if I wanted to remain a functioning human being. It wasn’t her fault, really, but it made my return unnecessarily difficult. Thankfully, COVID hit, which scaled back the chaos (a rare pandemic silver lining).

She stayed on at the company, climbed the ranks, and honestly, good for her. I can respect someone who works hard without stepping on others to get ahead. She’s still there, working for the company that eventually booted me out. No hard feelings, though.

Now, maternity leave number two? Whole different story. New team, new director, and a vibe that felt less “let’s support our colleague” and more “let’s quietly shop for a new model.” Budget cuts meant they weren’t hiring a maternity cover this time. Instead, they planned to divvy up my work among the team. Pro tip: If this ever happens to you, fight to get your job back when you return. When workloads get passed around, people get possessive. They hold onto tasks out of fear for their own job security, leaving you with scraps.

When I came back, my once-glorious role had been sliced, diced, and handed off. Officially, there had been a “reorg.” In reality, I was shoved back into a junior position I’d outgrown years ago, without my supportive manager to soften the blow. I convinced myself it was fine. Being part-time, staying on UK hours, and having less responsibility sounded like the dream for a sleep-deprived mum. But deep down, I knew I was selling myself short.

The kicker? I eventually lost that job altogether. Hindsight is 20/20, and I now know I should’ve stood my ground. Everyone told me, “Take the easy road. You’re getting paid the same!” But here’s the thing: that “easy road” often leads to a dead end. Don’t let anyone undervalue you because you dared to do something magical: go grow a baby - something only women can do.

Actually Useful Tips for Managing Your Maternity Cover (or Lack Thereof)

1. Write Your Own Handover - But Strategically
Don’t just document what you do - highlight what only you can do well. Add notes like “this process is built around my client relationships” or “this requires in-depth knowledge of our brand voice” to signal your value. Think of it as future-you’s job security letter.

2. Define the Edges of the Role
Be crystal clear in your handover doc (and convos with your manager) about what’s not part of your role - because someone shiny and eager will say yes to things that were never your responsibility. Guess who’ll have to deal with that chaos when they leave?

3. Be Part of the Hiring Process (If You Can)
Ask to be involved in hiring or briefing your mat cover. Even if it’s just reviewing the JD or joining the interview, it sends a message: this isn’t a free-for-all, this is MY role temporarily on loan. Plus, you can help shape what good cover looks like - someone who’ll do the job, not try to redesign it.

4. Ask for a Written Role Review Before You Go
This is your receipt. A simple document that outlines your job title, key responsibilities, and current projects. Ask your manager to sign off on it. That way, if things “mysteriously shift” while you're away, you’ve got a paper trail.

5. Agree the Return Plan Before You Leave
Not just a “we’ll see how things are when you're back.” No. Set expectations now. Will you come back full-time? What hours? What flexibility? What projects will you pick up again? Put it in writing, even if it’s informal.

6. Choose Your KIT Days Strategically
KIT (Keep in Touch) days aren’t just coffee and catch-ups (LIES I’M LYING THEY ARE EXACTLY THAT TOO) but use one to shadow your mat cover if you can, join a key meeting, or review changes. You’ll see early warning signs of scope creep or role drift, and can gently start drawing your lines.

7. Don’t Be Afraid to Be Territorial (Professionally)
This is not petty - you’re protecting your career. If something feels off, say something. And if your mat cover is going for a permanent role, it’s okay to ask for clarity on how that affects you. Don’t just smile and hope for the best.

8. Document Everything When You Return
Who’s doing what now? What’s still yours? What’s changed? Write it down. If you’re asked to do a Frankenstein version of your old role, you want to be able to say: “This isn’t what we agreed - here’s what we discussed before I left.”

9. If They Don’t Hire Cover – Red Flag
Push back. Gently, politely, persistently. Ask: How will my work be managed? Who’s covering what? What support will the team have in my absence? If the plan is “everyone just pitches in,” that usually translates to “you’ll have to claw your job back later.”

10. Stop Being Grateful – Start Being Clear
Yes, you’re grateful to be on mat leave. No, that doesn’t mean they can sideline you. You’re not a temp. You’re a professional who built a career before kids. Act like it, even if you’re knackered and leaking milk.

11. And Finally… Don’t Wait to Be ‘Back to Normal’ to Advocate for Yourself
You don’t need to be “well rested” or “firing on all cylinders” to push back on unfair treatment. You can speak up while sleep-deprived and covered in muslin cloths. Your power doesn’t vanish just because your bra is now 87% structural engineering.