Maternity matters

Given the unique nature of working in aesthetics, which often involves self-employment or small business ownership, understanding maternity leave policies is essential

Being self-employed can be particularly challenging when taking time out to raise a child. Running a business that relies on client retention and relationships means women in aesthetic medicine often face significant obstacles.

MATERNITY LEAVE: THE LEGAL FRAMEWORK

Employees are entitled to up to 52 weeks of maternity leave. Aesthetic practitioners employed by a clinic qualify for Statutory Maternity Pay (SMP), provided for up to 39 weeks: the first six weeks at 90% of average weekly earnings, followed by 33 weeks at a fixed statutory rate or 90% of earnings, whichever is lower.

Self-employed practitioners are ineligible for SMP but may qualify for Maternity Allowance (MA), provided they have been registered as self-employed for at least 26 weeks in the 66 weeks before the baby’s due date and have paid Class 2 National Insurance contributions.

The lowest SMP rate is currently £106.20 per week, while the lowest MA rate is £27 per week, meaning MA may be significantly lower, creating financial difficulties.

KEY CHALLENGES FOR AESTHETIC PRACTITIONERS

Many aesthetic practitioners take only 2.6 months of maternity leave due to challenges such as:

• Loss of income – Self-employed practitioners often experience a complete loss of earnings with no employer-funded support.

• Patient retention – Extended absence may lead even loyal patients to seek alternative practitioners.

• Business continuity – Sole practitioners may struggle to find temporary replacements, causing service disruptions.

• Financial pressures – MA is often lower than regular income, making it difficult to cover expenses.

• Mental health struggles –The stress of maintaining a business while preparing for maternity leave can contribute to anxiety and financial concerns.

• Lack of industry support –The aesthetic sector has limited maternity-related support structures for independent practitioners.

• Falling out of the loop – Missing training, trends, and industry events can affect confidence and career progression.

IMPACT ON SMALL BUSINESSES

Small aesthetic businesses also face difficulties when employees take maternity leave. The financial burden of providing SMP and the need to hire temporary staff or redistribute workloads can be a significant strain.

“I have my practice manager on maternity leave at the moment,” says Dr Anna Hemming. “As a business owner, it’s been a nightmare navigating all of the rules and laws and trying to be the practice manager as well as the owner. I always suggest a mat leave interview to employees to discuss and learn how long they want to take off and whether they would like communication during that time or a clean break. ”

While businesses can reclaim a portion of SMP from HMRC – up to 92% for most employers and 103% for those eligible for Small Employers’ Relief – the bureaucracy and financial implications remain substantial.

FUTURE CONSIDERATIONS

There is ongoing debate about the adequacy of maternity pay levels, with many arguing that statutory rates do not sufficiently support new mothers, leading to financial strain and, in some cases, the need to work during maternity leave.

“I’ve returned from maternity leave three times in three and a half years. I didn’t appreciate the fact that I would need help and support, and that’s not really provided in aesthetic medicine at all,” says Dr Paris Acharaya. “There is no return-to-work programme or mentoring. You feel like a lone wolf and assume you’re no longer good at your job after having children.”

Dr Acharaya is now working with Acquisition Aesthetics to deliver the ‘Return to Work’ initiative, helping aesthetic practitioners rebuild confidence, hone skills, and receive peer support.

PRACTICAL TIPS FOR AESTHETIC PRACTITIONERS

• Financial planning – Set aside savings in advance to reduce stress and allow for a more comfortable maternity leave.

• Patient communication – “Let your patients know your leave dates and who will be covering you while you are gone,” says Dr Hemming.

• Temporary staffing solutions – Arrange for trusted colleagues to cover some clients or hire locum practitioners.

• Mental health support – Engage with professional networks, seek counselling, or join support groups for emotional support.

• Stay informed – Keep up to date with legislative changes, as entitlements may evolve. “Keep a record of your claims to stay on top of when SMP levels change,” advises Dr Hemming.

As the aesthetics industry continues to boom, addressing maternity leave challenges will be crucial in ensuring practitioners do not have to choose between their careers and family life. More structured support networks, increased awareness, and improved financial provisions could make maternity leave a more viable option.

By fostering collaboration and tailored support initiatives, the industry can move towards a more inclusive future where aesthetic practitioners feel empowered to balance both career and motherhood without excessive financial or professional sacrifice.