Why supporting pregnant and postpartum employees is a business advantage

In today’s competitive business landscape, progressive companies are discovering a powerful talent retention strategy: supporting employees through pregnancy and the postpartum period. With nearly 70% of women continuing to work while pregnant according to Beginning.com research, and 1 in 4 women exiting the workforce during their first year of motherhood as reported in workplace return studies, how organizations respond to maternal employees’ needs directly impacts their bottom line and organizational health.

The hidden workplace challenges of pregnancy and postpartum

Pregnancy and new parenthood create unique workplace challenges that often go unacknowledged in traditional work environments.

Physical demands and fatigue

An overwhelming 94.2% of pregnant women experience fatigue during pregnancy, with some studies reporting rates as high as 98%, according to Beginning.com research. This exhaustion isn’t simply feeling tired—it’s a profound energy depletion that can significantly impact work performance.

In the third trimester, up to 78% of pregnant women report disrupted sleep patterns, further compounding workplace fatigue. After birth, sleep deprivation becomes a constant companion for new parents, affecting concentration, decision-making, and productivity.

Emotional and mental load

The emotional journey of pregnancy and new parenthood is equally demanding. Research shows that 92.3% of pregnant women experience pregnancy-related stress symptoms.

Following childbirth, up to 80% of new mothers experience “baby blues”—mood swings, tearfulness, and feelings of overwhelm that typically peak around day 3-5 postpartum, according to Beginning.com data. These emotional challenges don’t disappear when an employee logs in to work.

Medical appointments and childcare complexities

Pregnant employees typically require numerous prenatal appointments, with high-risk pregnancies requiring significantly more. After birth, newborns need frequent pediatric visits while mothers recover physically—all requiring time away from work.

Making matters worse, 20% of mothers report experiencing pregnancy discrimination in the workplace, and 23% have considered leaving their jobs due to lack of reasonable accommodations or fear of discrimination during pregnancy, according to a Bipartisan Policy Center survey.

Why supporting maternal employees delivers business results

Forward-thinking organizations recognize that investing in pregnant and postpartum employee support isn’t just compassionate—it’s strategically sound.

Enhanced talent retention

The numbers tell a concerning story: labor force participation of mothers with young children dropped from 69.7% to 66.9% between January and June 2025, as noted in Beginning.com research. Each departing employee represents significant replacement costs—typically 100-150% of their annual salary when considering recruitment, training, and productivity losses.

When pregnant and postpartum employees feel supported, they’re more likely to return after leave and remain loyal long-term. This creates a double advantage: retaining institutional knowledge while avoiding expensive turnover.

Improved productivity and engagement

Accommodation doesn’t mean productivity loss. On the contrary, pregnant and postpartum employees who receive appropriate support often demonstrate exceptional focus, efficiency, and problem-solving skills—qualities they’ve honed through necessity during this demanding life phase.

Research indicates the first six weeks postpartum represent a critical window where appropriate support can significantly impact long-term maternal wellbeing. When companies invest in this period, they lay the groundwork for a successful return to work.

Strengthened company culture and reputation

Organizations that support pregnant and postpartum employees signal their values clearly to all staff: “We value our people holistically.” This builds a culture of empathy, loyalty, and inclusion that extends far beyond maternal employees.

In an era where company values drive both consumer and employment decisions, being known as a pregnancy-friendly workplace enhances recruiting efforts and brand reputation. This is particularly important considering that over 24 million mothers of children younger than 18 are in the labor force, according to USA Facts data.

Effective support strategies for pregnant and postpartum employees

Here are evidence-based approaches that deliver tangible results:

Flexible work arrangements

Offering flexible scheduling, remote work options, or hybrid models can be transformative for pregnant and postpartum employees. These accommodations allow employees to schedule around prenatal appointments, work during their peak energy periods, manage childcare responsibilities, and maintain lactation schedules.

For example, allowing a pregnant employee in her third trimester to work from home two days per week can reduce commute fatigue while maintaining full productivity. This is especially important considering that over 1 in 5 pregnant workers are employed in low-wage jobs that are particularly likely to be physically demanding, according to the National Women’s Law Center.

Thoughtful physical accommodations

Simple physical accommodations can make a profound difference for pregnant employees. Ergonomic seating and workstation adjustments, accessible restrooms and lactation facilities, relaxed dress codes to accommodate changing bodies, and adjusted responsibilities for physically demanding roles can all demonstrate significant care for employee wellbeing while requiring minimal investment.

Gradual return-to-work programs

Rather than an abrupt return to full responsibilities, graduated programs allow new parents to ease back into work. This might include part-time schedules for the first month, reduced travel requirements, job-sharing arrangements, or phased responsibility increases.

Such programs acknowledge the physical and emotional recovery that continues well beyond standard parental leave periods. This is especially crucial given that mothers ages 20-44 with young children had a 68% workforce participation rate by July 2025, down from 71% in August 2023, as reported by The New Republic.

Health and wellness resources

Companies can provide targeted resources that address the unique challenges of pregnancy and postpartum, including prenatal health programs, mental health resources focused on perinatal concerns, lactation support services, parent networking groups, and digital wellness tools that offer pregnancy and postpartum-specific content.

These resources are increasingly valuable in a market where the global online parenting education market was valued at $2.24 billion in 2024 and is projected to reach $5.5 billion by 2033, according to Beginning.com market research.

Building a comprehensive maternal support strategy

To create truly effective support systems, companies should review existing policies through a maternal health lens, gather input from pregnant employees and new parents, develop clear accommodation protocols, train managers to support maternal team members, communicate support options proactively, and regularly evaluate effectiveness.

It’s worth noting that effective support doesn’t require elaborate programs—even simple accommodations consistently applied can dramatically improve the experience of pregnant and postpartum employees. This is particularly important since pregnant workers make up approximately 1.6% of the overall workforce on average, according to the National Partnership for Women & Families, making accommodations both manageable and affordable for most employers.

The future of maternal workplace support

As competition for talent intensifies, maternal workplace support will increasingly become a differentiating factor for leading employers. Organizations that fail to adapt risk losing valuable employees and falling behind more progressive competitors.

The most successful companies recognize that supporting pregnant and postpartum employees isn’t simply an accommodation—it’s a strategic advantage that enhances recruitment, retention, productivity, and workplace culture. By implementing thoughtful policies and fostering a supportive environment, businesses don’t just retain talented mothers—they create workplaces where all employees can thrive during life’s most significant transitions.

Want to learn more about supporting employees through the postpartum period? Explore our guide to early postpartum support for insights on addressing the emotional needs of new mothers.