Becoming a parent is one of life’s most rewarding experiences. Yet, pharmacists have regularly reported that returning after maternity leave can be one of the most challenging stages of their professional career.
Even before pharmacists go on maternity leave, they need to inform the General Pharmaceutical Council regarding their revalidation. Several documents need to be sent, and the council will then decide how many submissions are required, based on the time during which a pharmacist is unable to work.
Pharmacy is a fast-paced profession. The transition back into pharmacy involves much more than simply refreshing clinical knowledge, keeping up with evolving technology and regulations. Parents returning to practice often juggle childcare responsibilities, disrupted sleep, financial pressures and the emotional challenge of leaving a young child.
Read more: Meltdown: ‘Don’t let pharmacy wilt in the Westminster heat’
Due to these pressures, some pharmacists report feeling that normal adjustment periods are treated as performance concerns rather than being recognised as part of the transition back to work.
Returning pharmacists can sometimes find they are perceived differently by managers. There may be an assumption that they are less flexible, less committed or less available for career advancement than before. They are sometimes seen as more costly to accommodate or as presenting a greater management challenge.
One of the main issues that continues to be reported is flexible working. Although many employers recognise its importance, flexible opportunities remain inconsistent across sectors. Rigid shift patterns, unpredictable rotas, weekend commitments and limited part-time options can make returning to work very difficult, particularly when affordable childcare is unavailable or does not align with pharmacy schedules.
Read more: Xrayser: ‘There’s apathy about the new contract, it’s just meh...’
The PDA has reported that some pharmacists feel they are treated as a burden because they can no longer provide the same level of geographical flexibility. Some members worry that employers may view their role as less viable, leading to anxiety and redundancy.
Women make up the majority of the pharmacy workforce, yet may continue to shoulder the greatest share of caring responsibilities. Mothers are more likely to move into part-time work or leave employment altogether, contributing to the gender pay gap and loss of earnings.
What needs to change
The PDA’s National Association of Women Pharmacists (NAWP) believes the following changes are practical and achievable. Firstly, make flexible working the default, with employers proactively offering flexible options such as job shares, including in leadership roles.
Secondly, establish a National Return-to-Practice Framework specifically designed for pharmacists. Pharmacists remain personally responsible for maintaining their competence and revalidation - unlike other healthcare professionals, they do not have a publicly funded return-to-practice programme and are expected to proactively seek the support they need.
Although valuable resources exist, there is no single, structured national programme that consolidates all necessary information. The programme should include funded refresher training, updates on changes, mentoring and protected time. Additionally, they should have access to a supported transition period with reduced workload. This can significantly ease anxiety and boost confidence.
Read more: Political Pills: ‘Stability... but stability is not transformation’
Thirdly, as more than 60% of all registered pharmacists are women, creating family-friendly workplaces will boost staff retention and wellbeing. This can be achieved by adjusting rotas to accommodate childcare responsibilities where possible, providing suitable rest areas and offering reasonable flexibility to express milk.
Fourthly, career progression should be safeguarded. Government research shows that, in general, only 44% of women who worked full-time before childbirth were still in full-time employment three years later. Employers should ensure that pharmacists on maternity leave continue to receive the same promotion opportunities and leadership development as their colleagues. Pharmacists’ positions and roles prior to maternity leave should be maintained for when they return.
And finally, more surveys should be conducted on the experiences of pharmacists returning after pregnancy. The findings should inform training for employers and policymakers, helping to create more inclusive workplaces.
Investing in pharmacy’s future
It is important to point out that many parents do not face a single significant obstacle. Instead, they encounter a series of smaller assumptions and barriers which, taken together, can make returning to pharmacy feel far more difficult than it should be.
These challenges are not merely individual experiences; they are workforce issues. At a time when pharmacy continues to face recruitment and retention pressures, it makes little sense to lose skilled, experienced pharmacists because the profession has failed to provide the support they need to return successfully. The changes proposed require commitment from employers, professional bodies, regulators and policymakers.
Read more: From a lawyer: Can you refuse to dispense at a loss? ‘It depends...’
Every pharmacist should be able to build both a family and a fulfilling career without feeling forced to choose between the two. While the NAWP focuses on advancing women’s equality in pharmacy, we recognise that family-friendly workplaces benefit everyone. Fathers, partners and carers also need flexibility, and creating an inclusive culture supports equality across the profession.
The NAWP will continue to advocate for policies and practices that make this ambition a reality, ensuring that every parent returning to pharmacy is welcomed, supported and empowered to thrive. This is an investment in the profession’s future.
Lourette Latif Philips is president of the Pharmacists’ Defence Association’s NAWP Network.