Your head of marketing is away or leaving. What now?

03 / 06

Who covers marketing during maternity, paternity or shared parental leave?

A planned leave is covered best by a leader who takes responsibility before it starts, leads the function during the absence and prepares the return handover.

UK leave

In the UK, statutory maternity leave is 52 weeks, with 26 weeks of ordinary leave and 26 weeks of additional leave. Statutory maternity pay may last up to 39 weeks, according to gov.uk. Since 6 April 2026, paternity leave and unpaid parental leave have been day-one rights under the Employment Rights Act 2025, as reported by gov.uk. Eligible parents may share up to 50 weeks of leave and up to 37 weeks of pay, according to gov.uk.

Germany and the Netherlands

In Germany, Mutterschutz, meaning maternity protection, runs for six weeks before birth and eight weeks afterwards, or 12 weeks after a premature or multiple birth under the MuSchG, the Maternity Protection Act, section 3. In Germany, BEEG section 15 allows Elternzeit, or parental leave, until the third birthday. Up to 24 months may be taken between the third and eighth birthdays.

In the Netherlands, pregnancy and birth leave together last at least 16 weeks, according to Rijksoverheid, the Dutch government information service. Partners receive one week of birth leave and may take up to five further weeks, according to Rijksoverheid.

Contract routes

You can use fixed-term employment where it suits the arrangement. In the UK, a maternity-cover employee can be engaged on this basis if you tell them in writing when they join that the role ends when the absent employee returns, under the Employment Rights Act 1996 section 106. Agency workers receive equal treatment rights, including equal pay, after 12 weeks in the same job, according to gov.uk.

For cover during Mutterschutz or Elternzeit, BEEG section 21 provides a ground for a fixed-term contract with a fixed or determinable duration. A fixed term is valid only in written form under TzBfG section 14(4): both sign the same document. Email is insufficient, otherwise TzBfG section 16 makes it open-ended.

Before leave begins, agree priorities, decision rights and the people the cover leader needs to work with. See CMO maternity cover for the full approach.

05 / 06

Your head of marketing is leaving: how do you cover the gap until the new hire starts?

An interim or fractional leader can cover the gap, lead the team and hand over when your permanent hire starts. Cover begins when leadership capacity is needed, with any overlap used to transfer knowledge from the departing leader.

Search time and the successful candidate’s notice period both affect the start date. CIPD’s Resourcing and talent planning 2026 report found that 53% of UK organisations that recruited had difficulty attracting candidates, and senior roles were the hardest to fill.

Notice arrangements also shape your plan:

• In the UK, the statutory minimum is one week after one month’s service, under the Employment Rights Act 1996 section 86. Longer notice may come from the contract.
• In Germany, BGB section 622 sets basic notice at four weeks to the 15th or month-end. The employer’s notice rises with service, up to seven months.
• In the Netherlands, employee notice is one month by default and an agreed period may not exceed six months, according to Rijksoverheid.

The cover leader keeps live activity moving, supports the team and sets out the priorities the permanent hire will inherit. Explore CMO cover during recruitment or the interim CMO route for this transition.