During maternity leave, employees can choose whether to work or not according to company policies. If an employee continues to work during maternity leave, his workload shall be calculated according to the actual time to work. For example, if an employee works two days a week during maternity leave, the workload should be calculated according to the working hours of these two days. For the evaluation of professional titles, employees' work achievements and contributions within a certain time range are usually considered. Therefore, when evaluating the workload during maternity leave, we can compare the performance and contribution of employees during maternity leave with other work in the same period. This can be measured by evaluating the projects completed, papers published and meetings attended by employees during maternity leave.