By HTE founder Erin Hughes and LinkedIn’s Director of Marketing, Dani Zikman
Returning to work after a career break can feel like stepping into a whole new world — especially when that break was for something as life-changing as becoming a parent. Whether you’re feeling excited, nervous, or a bit of both, you’re not alone.
To help unpack the return-to-work experience, I spoke with Dani Zikman, Director of Marketing at LinkedIn and a passionate advocate for working parents.
We talked about flexibility, confidence and why it’s time to stop apologising for the gap on your CV.
Here’s what she had to say.
Erin: What’s the biggest challenge mums face when returning to work after a break?
Dani: Honestly, it’s the juggle. So many women tell us that the hardest part isn’t the work itself, it’s managing the logistics. Sick kids, childcare gaps, school holidays – it all adds up. And on top of that, there’s often a fear of being judged for needing flexibility. That’s why it’s so important for workplaces to normalise parental responsibilities and for leaders to model that balance openly.
Erin: What advice would you give to someone who’s feeling unsure about how to explain a career break?
Dani: Own it. Time spent raising a family is valuable and builds skills that are incredibly relevant in the workplace – resilience, multitasking, empathy, leadership. At LinkedIn, we encourage women to include career breaks on their profiles and talk about them with confidence. It’s not a gap, it’s a chapter.
Erin: What should women look for in a workplace when they’re ready to return?
Dani: Flexibility is key. Whether it’s hybrid work, adjusted hours or a phased return, having options makes a huge difference. Also look for signs of a supportive culture – things like parental leave policies, employee resource groups or leaders who talk openly about family life. These are the green flags that show a company is walking the talk.
Erin: Is it okay to stay connected to your industry while on leave?
Dani: Absolutely, if it feels right for you. Some women prefer to fully switch off, others like to keep a toe in the water. That might mean following industry news, doing a short course (LinkedIn Learning plug) or just staying in touch with a few colleagues. There’s no one-size-fits-all, it’s about what helps you feel confident when you’re ready to return.
Erin: What can companies do better to support returning mums?
Dani: Start by listening. Every parent’s experience is different, so creating space for honest conversations is powerful. Mentorship programs, buddy systems, and clear return-to-work plans can all help. And importantly, hiring managers need to keep in contact while they are on maturity leave (they don’t want to feel forgotten) and challenge their own assumptions –
a career break doesn’t mean someone is less capable. In fact, many mums come back more focused and productive than ever.
Erin: Any final words for mums preparing to return?
Dani: Be kind to yourself. You don’t have to have it all figured out on day one. Ask for what you need, celebrate the small wins, and remember – you’re not starting over, you’re starting fresh.
