Why investing in maternal wellness at work boosts retention and productivity

In today’s competitive business landscape, companies are constantly searching for ways to attract and retain top talent. Yet a critical opportunity is being missed by many organizations: supporting women through one of life’s most significant transitions—motherhood.

The statistics paint a concerning picture: 46% of highly skilled women leave the workforce after becoming mothers, and the cost of replacing these valuable employees ranges from 1.5 to 2 times their annual salary, according to PPC Care. This represents a substantial drain on company resources, institutional knowledge, and team cohesion.

But there’s good news. Companies that invest in maternal wellness are seeing remarkable returns in both retention and productivity.

The business case for maternal wellness programs

When BuzzFeed implemented comprehensive maternal support benefits, including 18 weeks of fully-paid leave for primary caregivers and 6 weeks for secondary caregivers, they achieved an astounding 95% return-to-work rate after parental leave—far exceeding the national average of 57%, as reported by Wellable.

This isn’t an isolated success story. Research consistently demonstrates that supporting maternal wellness makes business sense. First-time mothers using paid leave are 32% less likely to quit their jobs before or after childbirth, according to HTI Jobs. Nearly three-quarters of employers report maternal health benefits improve job satisfaction, while 67% say these benefits improve company culture, as found in Carrot Fertility’s Second Annual Maternal Health in the Workplace Report.

The stark reality of inadequate support

Despite the clear benefits, there’s a significant disconnect between what employers think they’re providing and what employees actually experience. The numbers tell a troubling story: 45% of working mothers seriously considered leaving their job after a recent pregnancy due to lack of workplace support, while 47% explored other job options seeking better return-to-work support.

Even more concerning is that only 21% of employees say their employer provides sufficient maternal workplace benefits, while 80% of employers believe they’re prepared to help employees through pregnancy and beyond. This perception gap highlights a critical blind spot in many organizations.

This disconnect is particularly pronounced among younger employees, with 62% of Gen Z mothers considering leaving after pregnancy and 64% exploring other job options, according to the Carrot Fertility report. As this demographic becomes a larger part of the workforce, addressing their maternal wellness needs becomes increasingly important for retention.

Key components of effective maternal wellness programs

1. Comprehensive leave policies

Paid parental leave is no longer viewed as a luxury perk but as a core benefit. Companies like BuzzFeed offer 18 weeks of fully-paid leave for primary caregivers, recognizing that adequate time for recovery and bonding is essential for both maternal well-being and successful workplace reintegration. These policies acknowledge that the transition to parenthood requires significant time and support, and they signal to employees that their personal milestones are valued by the organization.

2. Flexible work arrangements

Flexibility in scheduling, remote work options, and gradual return-to-work programs can significantly ease the transition for new mothers. These accommodations acknowledge the unpredictable nature of early parenthood and allow employees to maintain productivity while managing their new responsibilities. By focusing on results rather than rigid schedules, companies enable new parents to continue contributing meaningfully while balancing their family obligations.

3. Mental health support

The postpartum period can be emotionally challenging, with depression and anxiety ranking among the top five reasons for workplace absenteeism and presenteeism. According to PPC Care, 88% of working mothers want more mental health resources before, during, or after giving birth.

Supporting employees through early postpartum emotional needs can help prevent more serious mental health issues and reduce related productivity losses. This might include access to therapists, support groups, or digital mental health resources specifically designed for new parents.

4. Lactation support and facilities

For breastfeeding mothers, having appropriate facilities and break time is not just a legal requirement under the PUMP Act—it’s a necessity for maintaining milk supply and continuing to nourish their babies while working. Companies that provide comfortable, private lactation rooms and even breastmilk shipping services for traveling employees demonstrate a commitment to supporting working mothers holistically, removing barriers that might otherwise force difficult choices between career and child-rearing.

5. Access to specialized healthcare resources

BuzzFeed’s maternal support platform was used over 600 times in one year by employees seeking access to specialists, career coaching, lactation support, and other resources. This high utilization rate demonstrates the real need for specialized maternal health services in the workplace. By providing access to experts who understand the unique challenges of combining work and motherhood, companies help employees navigate this transition more successfully.

Legal considerations every employer should know

Beyond the business benefits, there are legal requirements employers must meet regarding maternal support. The Pregnancy Workers Fairness Act requires reasonable accommodations for pregnant employees, while the Pregnancy Discrimination Act prohibits discrimination based on pregnancy, childbirth, or related medical conditions. The Family and Medical Leave Act (FMLA) provides eligible employees with 12 weeks of unpaid, job-protected leave, and the PUMP Act requires employers to provide reasonable break time and a private space for employees to express breast milk.

Compliance with these regulations is the minimum standard—companies that truly want to support maternal wellness and reap the associated benefits will go beyond these requirements to create truly supportive environments for new and expecting mothers.

Creating a culture of maternal support

True maternal wellness support extends beyond policies and programs to creating a workplace culture that values and accommodates the needs of pregnant and postpartum employees. When 50% of working mothers believe their employer doesn’t fully understand parenting challenges, as reported by Carrot Fertility, there’s clearly room for improvement in empathy and understanding.

Leadership plays a crucial role in modeling supportive behavior and normalizing the utilization of maternal wellness benefits. When managers demonstrate flexibility and accommodation for new parents, it sends a powerful message throughout the organization that maternal wellness is a priority. This cultural shift can be as important as formal policies in creating an environment where new mothers feel valued and supported.

The competitive advantage of maternal wellness investment

In an era where 80% of employers report their workforce depends on current and future working mothers, companies that invest in maternal wellness gain a significant competitive advantage in recruitment and retention. These investments pay dividends through reduced turnover costs, increased employee loyalty and engagement, enhanced employer brand and reputation, improved productivity, and reduced absenteeism.

Additionally, organizations that support working mothers are more likely to maintain greater workplace diversity, especially in leadership positions. As women continue to advance in their careers, the ability to retain them through major life transitions becomes essential for building diverse leadership teams that reflect the broader workforce and customer base.

Moving from intention to action

While 86% of employers recognize the ongoing maternal health crisis in America, only 39% acknowledge providing enough workplace benefits for maternal and parental needs. This gap between awareness and action represents both a challenge and an opportunity for forward-thinking organizations.

For companies ready to enhance their maternal wellness offerings, start by auditing current policies and benefits through the lens of pregnant and postpartum employees. Survey your workforce about their needs and experiences, and benchmark your offerings against industry leaders and competitors. Develop a comprehensive maternal wellness strategy that addresses physical, emotional, and practical needs, and ensure managers are trained on supporting pregnant and postpartum team members. Finally, regularly evaluate and refine programs based on utilization and feedback to ensure they continue meeting evolving needs.

The investment in maternal wellness is not just about supporting women during a critical life transition—it’s about building a more resilient, loyal, and productive workforce that benefits the entire organization. By creating workplaces where mothers can thrive professionally while nurturing their families, companies aren’t just doing the right thing—they’re making a smart business decision that pays dividends across all aspects of organizational performance.