'I am so torn on what to do': Microsoft employee returning from maternity leave offered voluntary exit, turns to internet for advice

A Microsoft employee in Canada has turned to an online forum for advice after being offered the company’s voluntary exit package just weeks before the end of her year-long maternity leave. The woman, who has worked at Microsoft for nearly a decade, said the offer amounts to around 10 months of pay, but she is torn between accepting it and returning to work amid concerns about possible layoffs, a difficult job market and plans to have another child.

In her post, the employee said she had hoped to finish her maternity leave without any major disruptions. Instead, the voluntary exit offer has left her uncertain about her career and family plans. Her maternity leave is scheduled to end in November, while her baby is due to start daycare in January.

The employee said she was also concerned about returning to an organisation that had changed significantly during her absence. She feared that her team could be substantially reduced if she stayed, potentially leaving her vulnerable to a future layoff with less favourable terms. She also highlighted the challenge of finding another remote job, noting that she was exempt from Microsoft’s return-to-office mandate.

Microsoft voluntary exit offer: Employees share advice

The woman’s post prompted several responses from users who discussed the potential benefits and risks of accepting the package.

One commenter advised her not to assume that staying at Microsoft would provide long-term security, particularly if she planned to have another baby within the next two years. The user recommended updating her resume and beginning a job search, while describing the reported 10-month payout as generous compared with severance packages of three to six months that they had encountered.

Another commenter said a friend had accepted a similar offer and found a new job around 12 months later. The user suggested that the employee assess her savings, household budget and plans for managing childcare and networking during a potential period without work. The commenter also recommended using structured networking resources to understand how employers might assess her experience in the current job market.

A third user pointed to December 31 as the last working day under the voluntary exit offer and suggested considering whether finding a new job before then was realistic. The commenter also advised comparing the offer with the potential terms of a future layoff package.

Another response suggested weighing the option of remaining on maternity leave while monitoring the possibility of future layoffs. However, the user also noted that a layoff and a voluntary exit could have different implications, including for unemployment benefits.

Employee weighs job security against family plans

The employee’s dilemma centres on whether the financial certainty of a voluntary exit package outweighs the risks of leaving a long-term job during an uncertain hiring environment. While the payout could provide time to look for another role, she is concerned that finding a remote position may be difficult and that a career break could affect her plans to have another child.

Her post also highlights the uncertainty faced by employees returning from extended leave when their workplace has undergone significant changes. For the employee, the decision involves balancing a substantial exit payment against the security of continued employment, childcare arrangements and the possibility of further job cuts.

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