The hidden cost of ignoring postpartum support in the workplace

When new mothers return to work after childbirth, they face a challenging transition that many workplaces fail to adequately support. While companies often celebrate baby showers and send congratulatory messages, the critical postpartum period remains largely unaddressed in workplace policies. This oversight isn’t just a personal challenge for new mothers—it represents a significant business cost that employers can no longer afford to ignore.

The business impact of inadequate postpartum support

The statistics paint a concerning picture. An average of 1 out of 4 women exits the workforce during the first year of motherhood, creating substantial disruption for businesses. This maternal workforce attrition costs U.S. businesses billions annually in lost productivity, training, and turnover-related expenses.

Behind these numbers lies a mental health crisis that remains largely invisible in workplace discussions. At least 1 in 5 women experience untreated perinatal mental health conditions, including depression, anxiety, and other postpartum disorders. Despite this prevalence, only 15% of new mothers in the U.S. receive adequate screening or treatment for postpartum mental health issues, according to the American College of Obstetricians and Gynecologists.

This gap in care extends beyond individual healthcare settings. The U.S. still needs over 9,581 maternal mental health providers and programs to close the provider shortage gap, with an estimated 13,885 providers needed nationwide to fill maternal mental health gaps. This shortage affects all women but disproportionately impacts Black women, who experience maternal mental health issues at nearly twice the rate of all other women.

Legal protections that employers should understand

Many employers remain unaware of existing legal frameworks that protect new mothers. Under the Americans with Disabilities Act, workers experiencing postpartum depression may have the right to reasonable accommodations if the condition substantially limits a major life activity. This applies to employers with 15 or more employees.

Additionally, the Pregnancy Discrimination Act prohibits employers from treating workers worse due to pregnancy-related conditions, including postpartum depression. Understanding these legal obligations isn’t just about compliance—it’s about creating a supportive environment that retains valuable talent.

Effective strategies for supporting postpartum employees

Forward-thinking companies are implementing several evidence-based approaches to support new mothers:

1. Gradual return-to-work policies

Rather than forcing an abrupt transition back to full-time work, phased return programs allow new mothers to gradually increase their hours and responsibilities. This approach recognizes the physical and emotional adjustments of the early postpartum period and helps prevent burnout.

A gradual return might include initial part-time schedules for 2-4 weeks, flexible work hours to accommodate feeding schedules and appointments, remote work options when feasible, and reduced travel requirements for the first several months.

2. Mental health resources and screening

Research shows that social support is a major buffer against postpartum depression, with partner instrumental support being inversely related to postpartum depression risk. Workplaces can extend this support through including postpartum mental health screening in return-to-work processes, ensuring health benefits adequately cover maternal mental health services, providing access to virtual therapy options that accommodate busy schedules, and training managers to recognize warning signs of postpartum mental health struggles.

3. Peer support networks

Creating structured opportunities for new mothers to connect can reduce isolation and provide practical support. This might include employee resource groups specifically for parents, mentorship connections between experienced working parents and new mothers, virtual or in-person social events that welcome infants, and dedicated communication platforms for parent-specific concerns.

4. Practical workplace accommodations

Physical accommodations make a meaningful difference for postpartum women. Companies should consider providing private, comfortable lactation spaces beyond the minimum legal requirements, refrigeration for breastmilk storage, ergonomic evaluations for postpartum physical recovery, and accommodations for pregnancy-related conditions that may continue postpartum.

The ROI of comprehensive postpartum support

While implementing robust postpartum support requires investment, the return is substantial. Companies that prioritize these policies report increased retention of talented women in leadership pipelines, reduced absenteeism and presenteeism (being physically present but mentally distracted), enhanced employer brand and recruitment advantage, and improved team morale and loyalty.

The good news is that progress is being made. Maternal mental health providers more than doubled from 4,506 to 9,694 between 2023 and 2025. However, with only 16% of the childbearing population living in counties with adequate maternal mental health resources, workplace support becomes even more critical.

Creating lasting change

Supporting new mothers isn’t just about implementing policies—it requires genuine culture change. This means normalizing conversations about postpartum challenges, celebrating the strengths that motherhood brings to professional roles, and recognizing that investing in postpartum support is a business strategy, not merely a benefit.

For companies serious about diversity, equity, and inclusion, postpartum support should be viewed as essential infrastructure, not an optional perk. The organizations that recognize this reality will gain a significant competitive advantage in attracting and retaining top female talent.

Is your workplace ready to address the hidden costs of inadequate postpartum support? The investment in better policies today will yield dividends in employee loyalty, productivity, and organizational strength for years to come.