How companies can redefine maternity support beyond paid leave

In the evolving landscape of workplace benefits, maternity support stands as a critical area where progressive companies are making meaningful strides. While paid leave policies remain foundational, they represent just the beginning of what comprehensive maternity support can and should look like in today’s workplace.

The current state of maternity support

The statistics paint a sobering picture of maternity support in American workplaces. Only 27% of civilian workers in the US have access to paid family leave as of March 2023. A staggering 80% of US workers—over 100 million people—lack paid time off after birth or adoption of a child. Meanwhile, 46% of workers aren’t guaranteed even unpaid, job-protected leave through FMLA.

Women take an average of 10 weeks total maternity leave, with over half reporting they couldn’t stay home as long as desired. This premature return to work often stems from financial necessity, not personal choice.

The good news? Corporate awareness is growing. Recent findings show 86% of employers now recognize the ongoing maternal health crisis in America, and 83% say they’re willing to make workplace changes to address these issues.

Why support needs to extend beyond leave policies

The Family and Medical Leave Act (FMLA) excludes 40% of the American workforce due to eligibility requirements. Even when leave is available, research shows that 81% of women who returned to work earlier than preferred cited financial constraints as the primary reason.

The transition back to work represents one of the most challenging periods for new mothers. Without comprehensive support systems in place, this critical phase can lead to increased stress, decreased productivity, and ultimately, higher turnover rates.

Creating a holistic maternity support framework

1. Flexible return-to-work programs

The abrupt shift from full-time maternity leave to a standard 40-hour workweek can be jarring. Companies can implement graduated return programs that allow new mothers to ease back into the workplace through part-time schedules for the first 4-8 weeks, remote or hybrid work options, compressed workweeks, and job-sharing opportunities.

These flexible arrangements acknowledge the unique challenges new mothers face while helping maintain productivity and engagement. For example, a mother who can work three days in office and two days remotely might avoid the stress of full-time childcare arrangements immediately after leave ends.

2. Workplace lactation support

Lactation support goes far beyond the legal minimum requirements. Truly supportive workplaces provide dedicated, private lactation rooms (not just repurposed storage closets), hospital-grade pumps and refrigeration, scheduled breaks specifically for pumping, lactation consultant services, and supportive policies that normalize pumping needs.

These measures demonstrate respect for a natural biological process while enabling new mothers to continue breastfeeding if they choose to do so. When a company invests in proper lactation facilities, they signal that maternal health is a priority rather than an inconvenience.

3. Mental health resources

The postpartum period brings significant emotional and psychological challenges. Early postpartum support is crucial for maternal wellbeing, and employers can help by providing access to therapists specializing in postpartum mental health, support groups for working parents, parenting coaches and resources, stress management programs, and employee assistance programs with family-focused resources.

By addressing the whole person, companies acknowledge that emotional wellbeing is fundamental to professional performance. Mental health support isn’t just compassionate—it’s a practical investment in employee functioning and retention.

4. Manager training for empathy and accommodation

Frontline managers significantly influence how supported new mothers feel upon returning to work. Effective training programs teach managers to understand the physical and emotional realities of the postpartum period, communicate appropriately about maternity-related needs, make reasonable accommodations without penalizing career advancement, foster inclusive team cultures that support parents, and recognize warning signs of postpartum depression or anxiety.

When managers understand the challenges new mothers face, they can better support their transition back to the workplace. A manager who knows how to accommodate pumping schedules or recognize when a returning mother might need additional support can make the difference between retention and resignation.

Making the business case for comprehensive maternity support

Beyond being the right thing to do, comprehensive maternity support delivers tangible business benefits: improved retention of experienced female talent, enhanced employer brand and recruitment advantage, increased loyalty and engagement, reduced absenteeism and presenteeism, and greater gender diversity in leadership pipelines.

The most forward-thinking companies view maternity support not as a cost center but as a strategic investment in their workforce. They recognize that supporting women through maternity builds loyalty that extends far beyond the immediate postpartum period.

Implementing change in your organization

Start by assessing your current maternity support offerings against the comprehensive framework outlined above. Identify gaps and prioritize improvements based on employee feedback and organizational capacity.

Consider forming a working parent resource group to provide ongoing input on policies and programs. These employee-led groups can offer valuable insights into the real-world challenges parents face in your specific workplace.

Finally, measure the impact of your initiatives through metrics like retention rates, employee satisfaction scores, and usage rates of available programs. These data points can help refine your approach and demonstrate ROI to leadership.

Moving forward

As workplace expectations continue to evolve, companies that genuinely support women through all phases of maternity—from pregnancy through the return to work and beyond—will gain significant advantages in recruiting and retaining top female talent.

The most effective maternity support programs recognize that childbirth and early parenthood represent not just a pause in a woman’s career but a transformative life experience that, when properly supported, can ultimately enhance her contributions to the workplace.

By redefining maternity support beyond paid leave, companies aren’t just supporting women—they’re building more resilient, inclusive, and ultimately more successful organizations.