Supporting pregnant employees: Why workplace flexibility matters more than ever
Pregnancy brings joy, anticipation, and significant physical and emotional changes. For the nearly 70% of women who continue working while pregnant, these changes create unique workplace challenges that traditional work environments aren’t always equipped to address.
The statistics paint a concerning picture: one in five mothers report experiencing pregnancy discrimination, while another one in five have feared telling their boss about their pregnancy condition. Meanwhile, federal pregnancy discrimination filings jumped 67% from 2016 to 2020, with the biggest increase tied to the pandemic.
Beyond these troubling numbers lies a human reality: pregnant employees often struggle with fatigue, frequent medical appointments, physical discomfort, and workplace stress—all while preparing for a major life change.
The reality for pregnant workers today
Pregnant employees face challenges that extend far beyond morning sickness. A staggering 71% of pregnant workers report needing more frequent breaks at work when they become pregnant, according to research from the National Partnership for Women & Families. Yet 42% of these workers never asked their employers to accommodate this need, likely fearing repercussions or uncertainty about how their request would be received.
The problem is particularly acute for women of color and those in low-wage positions. Nearly three in 10 charges of pregnancy discrimination (28.6%) were filed by Black women, despite Black women comprising only 14% of women in the workforce ages 16 to 54, according to the National Partnership for Women & Families.
Even with existing federal protections, an estimated 250,000 women per year are still denied reasonable accommodation requests. When pregnant workers bring charges with the Equal Employment Opportunity Commission, 74% result in “no monetary benefit or required workplace change.”
Why flexible work arrangements matter
Flexibility isn’t just a nice perk—it’s increasingly becoming a necessity for supporting maternal health and retaining valuable talent.
Physical well-being benefits
Pregnancy often brings fatigue, morning sickness, and physical discomfort. Better sleep is crucial for productivity and wellbeing during pregnancy, yet many pregnant employees struggle with rest. Flexible arrangements allow employees to work during their peak energy hours, take needed rest breaks without stigma, and avoid physically demanding commutes.
Research shows that physically demanding employment activities are associated with harmful pregnancy outcomes including miscarriage, preterm birth, and low birth weight. Flexibility directly addresses these risks by giving pregnant employees more control over their work environment and physical exertion.
Mental health advantages
The psychological benefits of workplace flexibility during pregnancy are equally significant. Pregnant employees with flexible work options report reduced stress about balancing work and prenatal care, a greater sense of control over their schedule and environment, and improved work-life balance during this transformative life stage.
Flexibility also decreases anxiety about pregnancy disclosure and reception. When one in five expecting mothers fear telling their boss about their pregnancy, creating an environment where accommodations are normalized becomes essential for psychological safety.
Best practices for supporting pregnant employees
Hybrid work models
Offering hybrid work arrangements allows pregnant employees to work from home on days with morning sickness or extreme fatigue while coming to the office for important meetings and collaboration. This flexibility enables them to adjust their environment for physical comfort needs and maintain productivity while managing pregnancy symptoms.
Many organizations found during the pandemic that hybrid models can maintain or even enhance productivity while providing the flexibility pregnant employees need for prenatal appointments and physical comfort.
Flexible hours
Time flexibility may be even more valuable than location flexibility for pregnant employees. Flexible start and end times accommodate morning sickness or fatigue patterns that vary throughout pregnancy. Time banking allows employees to attend medical appointments without depleting sick leave.
Compressed workweeks can provide longer recovery periods, while predictable scheduling helps pregnant employees plan ahead for necessary medical care. These arrangements recognize that pregnancy impacts different women in different ways and at different times of day.
Wellness support
Beyond schedule changes, comprehensive support includes ergonomic assessments and adjustments for physical comfort, designated rest areas for short breaks, and transportation assistance for late-term pregnancies when mobility becomes more challenging.
Providing access to maternal health resources and education signals organizational commitment to pregnant employees’ wellbeing. These resources can help employees better manage pregnancy symptoms that might otherwise impact their work performance.
The business case for supporting pregnant employees
The benefits of flexible policies extend beyond employee satisfaction. Companies implementing supportive practices for pregnant employees report improved retention of talented women, enhanced company reputation and employer brand, greater team loyalty and engagement, and reduced absenteeism and productivity losses.
Most importantly, 86% of employers now recognize the ongoing maternal health crisis in America, and 83% say they’re willing to make workplace investments addressing the challenges new mothers face, according to a report from Carrot Fertility.
As Tammy Sun, Founder and CEO of Carrot Fertility notes, “Our second annual Maternal Health in the Workplace report provides timely insights from two critical workplace cohorts—working mothers and the key decision makers who support them—and spotlights opportunities to support their respective roles of manager and employee.”
Addressing common concerns
Some managers worry that flexibility creates inequality or reduces productivity. However, data suggests the opposite—when pregnant employees receive the accommodations they need, they’re more likely to remain engaged, loyal, and productive.
Formal policies rather than case-by-case accommodations help ensure fairness while creating clear expectations for all employees. These policies should be designed with input from employees who have experienced pregnancy while working, ensuring they address real rather than perceived needs.
Breaking down barriers to accommodation
Despite legal protections, many pregnant workers still face significant barriers when seeking accommodations. Creating a culture where pregnant employees feel comfortable requesting accommodations requires leadership commitment, clear policies, and training for managers on both legal requirements and empathetic responses.
The postpartum period presents additional challenges, with 82% of working mothers finding this time particularly taxing and 39% feeling unprepared for this phase. Organizations that extend flexibility into the return-to-work period show they understand the continuous nature of maternal health needs.
Looking forward: The future of workplace support
The landscape is changing. The Pregnant Workers Fairness Act strengthens protections, and more companies recognize that supporting pregnant employees isn’t just the right thing to do—it’s good business.
As we move forward, the most successful organizations will be those that proactively design workplaces where pregnant employees can thrive, rather than merely accommodating them within traditional structures. This means rethinking fundamental assumptions about when, where, and how work happens.
By embracing flexibility, companies can support the health and wellbeing of pregnant employees while maintaining productivity and fostering loyalty that extends well beyond maternity leave.
The question isn’t whether your organization can afford to offer flexibility to pregnant employees—it’s whether you can afford not to.