The ROI of supporting employees through pregnancy and postpartum

When a valued employee announces her pregnancy, forward-thinking organizations see an opportunity—not just a logistical challenge. Companies that invest in comprehensive maternity wellness policies aren’t simply being generous; they’re making strategic business decisions with measurable returns extending far beyond the individual employee.

The business case for maternity support

The United States faces a striking paradox: it’s the only OECD country without guaranteed paid maternity leave, yet organizations that exceed minimal standards consistently outperform competitors in retention, engagement, and employer brand strength.

The average maternity leave in the US stands at just 10 weeks—combining paid and unpaid time—with approximately 10 days of paid sick leave and 12 days of paid personal time constituting the paid portion. This falls dramatically short of the International Labor Organization’s minimum recommendation of 18 weeks and UNICEF’s optimal standard of 24 weeks.

This gap represents both a challenge and an opportunity. Organizations that bridge it position themselves to capture tangible business benefits while competitors struggle with turnover and disengagement.

Retention: the primary return driver

Turnover costs organizations between 50-200% of an employee’s annual salary when accounting for recruitment, onboarding, lost productivity, and institutional knowledge. For skilled professionals and leadership positions, these costs escalate dramatically.

The connection to maternity support is direct. Employees in states with paid leave programs typically take 14-16 weeks off, compared to the national average of 10 weeks, and they return to work at significantly higher rates. When employees face the choice between financial stability and adequate recovery time, many don’t return at all.

Consider the financial reality many workers navigate: those with higher incomes can combine various benefits to take 3-4 months off, while lower-wage employees often return after just 4-6 weeks due to economic pressure. This creates a retention crisis particularly among entry and mid-level talent—the very employees organizations invest in developing.

Best-in-class companies recognize this dynamic. Venture-backed companies now offer a median of 16 weeks paid leave for birthing parents and 12 weeks for non-birthing parents, while the best workplaces average 15 weeks versus the national average of 10 weeks.

The calculation becomes straightforward: investing $15,000-$30,000 in extended paid leave prevents turnover costs of $75,000-$300,000 per skilled employee. The ROI compounds when considering that retained employees maintain client relationships, preserve team dynamics, and require no ramp-up period.

Reduced absenteeism through proactive support

Inadequate maternity support doesn’t just drive turnover—it increases absenteeism and presenteeism among employees who return too early or without proper resources.

Without proper support systems, pregnancy and postpartum complications manifest as frequent medical appointments, unplanned absences, reduced productivity, and longer-term health problems affecting performance for months or years. Employees dealing with postpartum recovery, sleep deprivation, feeding challenges, and emotional adjustment without adequate support experience higher rates of anxiety, depression, and physical complications. These conditions directly correlate with increased sick days, reduced focus, and lower output quality.

Organizations providing comprehensive support—including flexible return-to-work schedules, lactation facilities, mental health resources, and access to postpartum wellness programs—see measurably lower absence rates. When employees have time and resources to address early postpartum emotional needs and physical recovery properly, they return healthier and more capable of sustained high performance.

The operational benefits extend beyond the individual. Teams with predictable leave patterns and well-supported transitions maintain more consistent productivity than those dealing with unexpected absences or employees working at diminished capacity.

Engagement and productivity gains

Employee engagement directly predicts performance, innovation, and profitability. Employees who feel supported during major life transitions demonstrate significantly higher engagement scores and discretionary effort.

The pregnancy and postpartum period serves as a defining moment in the employee-employer relationship. How an organization responds to this vulnerable time shapes not only the individual employee’s perception but also the broader team’s assessment of company values and priorities.

Employees who receive adequate maternity support report higher job satisfaction, stronger organizational commitment, and greater willingness to advocate for their employer. This translates to improved performance metrics: higher quality work, increased innovation contributions, and stronger collaboration with colleagues.

The psychological impact of feeling valued during pregnancy and postpartum cannot be overstated. When employees see tangible evidence that their organization prioritizes their wellbeing alongside business objectives, they reciprocate with loyalty and elevated performance extending well beyond the leave period itself.

Cross-generational benefits emerge as younger employees observe how the organization treats colleagues during major life events. Companies known for strong maternity support expand their talent pipeline significantly, attracting candidates who prioritize work-life integration and family-friendly policies.

Best practices for high-ROI maternity programs

Organizations achieving the strongest returns from maternity investments share several common approaches that create measurable value while supporting employee wellbeing.

Adequate paid leave duration

Leading companies now provide 14-18 weeks minimum paid leave for birthing parents. This aligns more closely with medical recommendations and international standards than the US average, positioning these organizations as employers of choice. Currently, 58% of employers offer parental leave in addition to standard maternity leave, recognizing this as a competitive differentiator.

Flexible return-to-work options

Phased returns, remote work arrangements, and adjusted hours during the transition period significantly improve outcomes. Rather than forcing an abrupt shift from full-time leave to full-time work, graduated schedules allow employees to rebuild stamina while maintaining connection to their roles. This approach reduces the physical and emotional strain of reentry while maintaining productivity at sustainable levels.

Comprehensive health support

Beyond basic medical coverage, high-performing programs include mental health resources, lactation support, and access to wellness tools. Consider integrating platforms that address the full spectrum of maternal health needs—from prenatal stress management through postpartum recovery. Digital wellness solutions can provide accessible, evidence-based support that complements traditional healthcare and reduces barriers to care.

Proactive communication and planning

Organizations that begin conversations about leave plans early, establish clear expectations, and maintain regular communication during leave report smoother transitions. Employees benefit from reduced anxiety about job security and career progression, while teams can plan coverage more effectively. This transparency prevents last-minute scrambling and ensures continuity of operations.

Manager training

Equipping people leaders with knowledge about pregnancy, postpartum recovery, and communication best practices prevents missteps and ensures consistent application of policies. Managers often serve as the primary touchpoint for employee experience during this period. Training should address unconscious bias, accommodation requests, performance discussions, and strategies for maintaining connection during leave without creating undue pressure.

Physical workspace accommodations

Private lactation spaces exceeding minimum legal requirements, pregnancy parking accommodations, and ergonomic furniture adjustments demonstrate tangible organizational commitment to employee wellbeing. These physical investments signal that maternal health considerations factor into facilities planning and resource allocation decisions.

Partner and adoption inclusion

Extending meaningful benefits to non-birthing parents and adoptive parents strengthens family support while advancing equity objectives. Organizations offering 12+ weeks for all new parents signal values-driven leadership that recognizes diverse family structures and parenting roles. This inclusivity enhances program utilization and prevents the perception that maternity support is a niche benefit.

Strengthening organizational culture through maternal health priorities

Investment in maternity wellness creates cultural ripple effects extending throughout the organization. When companies visibly prioritize maternal health, they send powerful messages about their values, decision-making frameworks, and understanding of human needs.

This cultural impact manifests in multiple ways. Employees at all career stages feel more valued and secure, knowing the organization will support them through significant life transitions. Teams develop stronger cohesion as colleagues witness authentic care for one another. The organization’s employer brand strengthens as word spreads about genuinely supportive practices, not just policy language in handbooks.

The cultural benefits compound over time. Organizations known for excellent maternity support attract talented professionals who might otherwise choose competitors or opt out of the workforce entirely. These employees bring diverse perspectives, experiences, and capabilities that enhance innovation and problem-solving. The talent pool expands to include skilled professionals who previously excluded certain employers from consideration based on insufficient family support policies.

Employee resource groups and peer support networks naturally emerge in organizations with strong maternity programs, creating informal knowledge-sharing systems that benefit new parents while requiring minimal organizational resources. These networks become self-sustaining assets that improve outcomes for successive cohorts of employees navigating pregnancy and postpartum transitions. Senior leaders who have utilized maternity benefits often become powerful advocates for continued investment and improvement.

Leadership teams that champion maternal health policies demonstrate sophistication in their understanding of talent management and human capital strategy. This positions the organization favorably with investors, partners, and clients who increasingly evaluate companies on ESG criteria and workforce practices. As stakeholder capitalism gains traction, maternal health support represents a measurable dimension of social responsibility.

Implementing a comprehensive maternity strategy

The evidence is clear: supporting employees through pregnancy and postpartum generates measurable returns through retention, reduced absenteeism, and enhanced engagement. Organizations that view maternity wellness as a strategic investment rather than a cost obligation consistently outperform competitors in talent acquisition, productivity, and employer brand strength.

The current US landscape—with its minimal mandated protections and wide variation in employer practices—creates a significant opportunity for forward-thinking organizations to differentiate themselves. As employee interest in family-friendly benefits continues to surge, with demand for menopause leave alone increasing 1,300% between 2019 and 2023, the competitive advantage of comprehensive maternity support will only intensify.

For HR leaders and executives evaluating current programs, the question isn’t whether to invest in maternity wellness but how quickly to implement best practices that protect both employees and business performance. Start by benchmarking your policies against industry leaders and competitors, then identify gaps where modest investments can generate disproportionate returns. Engage employees who have recently used maternity benefits to understand their experiences and pain points. This qualitative data often reveals opportunities for improvement that don’t require substantial budget increases.

The organizations thriving in today’s talent marketplace recognize that supporting women through pregnancy and postpartum isn’t just the right thing to do—it’s smart business strategy with demonstrable returns. Every employee who returns from leave healthy, engaged, and committed represents a success story that influences hiring decisions, team morale, and organizational resilience. Every employee lost to inadequate support represents not just a financial cost but a cultural message that reverberates throughout the organization.

Ready to support your employees’ maternal health journey? Beginning offers comprehensive wellness resources designed specifically for women navigating pregnancy, postpartum, and beyond. From stress-reducing 3D sound journeys to expert-led masterclasses on postpartum recovery, our platform provides the evidence-based support your employees need during these transformative months. Try Beginning free and discover how accessible digital wellness tools can complement your organization’s maternity support programs.