Why maternal wellness should be part of every corporate wellness program

In today’s competitive business landscape, companies are constantly searching for ways to attract and retain top talent. While traditional corporate wellness programs often focus on fitness memberships, meditation sessions, and healthy eating initiatives, there’s a critical component many overlook: maternal wellness.

The hidden workplace crisis affecting your talent pool

The statistics are sobering: 95% of postpartum mothers are disengaged employees for up to three years after giving birth, and even 77% of postpartum fathers experience a decline in engagement according to PPCare USA. This disengagement doesn’t just affect new parents—it impacts entire organizations through reduced productivity, increased absenteeism, and ultimately, talent loss.

Perhaps most alarming is that 46% of highly skilled women leave the workforce entirely after becoming mothers as reported by PPCare USA. When you consider that replacing a valuable employee typically costs between 1.5 to 2 times their annual salary, the business case for maternal wellness programs becomes crystal clear.

Beyond retention: The business impact of maternal wellness support

The benefits of incorporating maternal wellness into corporate wellness programs extend far beyond just keeping employees on the payroll. Research shows that 60% of employees report that maternal health benefits helped them be more productive according to Maven. When companies acknowledge and support the unique challenges of pregnancy and postpartum periods, employees can focus more effectively on their work.

In an era where 68% of Gen Z and 64% of millennials would quit or consider quitting if their organization rolled back on inclusion efforts as Maven reports, maternal wellness programs signal that your company values diversity and supports employees through all life stages. This enhances your employer brand and makes recruitment of top talent easier.

Additionally, depression and anxiety—common during the perinatal period—are among the top 5 reasons for absenteeism and presenteeism in the workplace according to PPCare USA. By providing support for maternal mental health, companies can reduce these associated costs and create a healthier work environment overall.

What comprehensive maternal wellness in the workplace looks like

Before and during pregnancy

Pregnancy brings unique physical and emotional challenges that can impact work performance. Effective support during this time includes flexible scheduling for prenatal appointments, which allows employees to maintain their health without sacrificing their professional responsibilities. Ergonomic accommodations become increasingly important as pregnancy progresses, ensuring comfort and preventing injury.

Education about pregnancy-related rights and available benefits helps employees navigate this transition confidently. Many employees are unaware of their legal protections under acts like the Pregnancy Discrimination Act, which can lead to unnecessary stress. Mental health support specifically addressing pregnancy-related anxiety and stress completes this foundation of pre-birth support.

Parental leave policies

A robust parental leave policy forms the foundation of maternal wellness support. This includes paid leave that extends beyond the minimum legal requirements, giving parents adequate time to bond with their child and recover physically and emotionally. Gradual return-to-work options ease the transition back to professional life, while inclusive leave policies that embrace fathers and adoptive parents recognize diverse family structures.

Clear communication about job security during leave alleviates a major source of anxiety for expecting parents. When employees know their position is protected, they can fully focus on their new family member without career worries undermining this precious time.

Postpartum support

The postpartum period is particularly challenging, with 82% of working mothers finding it especially taxing according to a recent workplace report.

During this critical time, companies can provide lactation accommodations that exceed minimum requirements of the PUMP Act, making the return to work more manageable for nursing mothers. Postpartum mental health resources and screening catch potential issues early, while support groups for new parents foster community and shared problem-solving.

Providing access to emotional support resources for the challenging early weeks helps parents navigate the intense adjustment period. Childcare assistance or subsidies address one of the most significant barriers to workplace reentry, giving parents peace of mind that their child is well-cared for while they work.

Leading companies setting the standard

Several forward-thinking organizations have already implemented comprehensive maternal wellness programs that serve as models for the industry. Adobe offers 26 weeks of paid maternity leave and provides a gradual return-to-work program that allows new mothers to work part-time while receiving full-time benefits for their first month back.

Patagonia demonstrates its commitment to working parents by maintaining on-site childcare centers and allowing nursing mothers to travel with their infants and a caregiver at company expense when business travel is necessary. This approach recognizes that parenthood and professional responsibilities aren’t mutually exclusive.

Johnson & Johnson provides mental health support specifically designed for new and expecting parents, along with coaching services to help employees navigate work-life integration during this transitional time. These programs acknowledge that emotional wellbeing is just as important as physical recovery.

Getting started: Implementing maternal wellness in your workplace

You don’t need unlimited resources to begin supporting maternal wellness at your company. Start by listening to your employees through surveys of current and past pregnant employees about their experiences and needs. Their insights will guide your program development and ensure you’re addressing real pain points.

Review current policies to ensure compliance with laws like the Pregnant Workers Fairness Act (PWFA), Family and Medical Leave Act (FMLA), and the PUMP Act, which mandates reasonable break time and private space for breastfeeding employees. Legal compliance forms the foundation upon which more comprehensive support can be built.

Begin with high-impact, low-cost initiatives like creating a dedicated lactation space or offering flexible scheduling, then build more comprehensive programs over time as resources allow. This incremental approach makes maternal wellness support accessible to organizations of all sizes.

Training managers ensures leaders understand the importance of maternal wellness and how to support team members through pregnancy, leave, and return to work. A supportive direct supervisor can make all the difference in an employee’s experience during this transition.

Finally, track metrics like retention rates, employee satisfaction, and productivity to demonstrate the ROI of your maternal wellness initiatives. These data points will help justify continued or expanded investment in such programs.

The future of work is family-friendly

With 86% of employers now recognizing there’s an ongoing maternal health crisis in America, and 83% expressing willingness to make workplace investments that address these challenges according to workplace research, the corporate landscape is primed for change.

Companies that lead this change won’t just be doing the right thing—they’ll be gaining significant competitive advantages in talent acquisition and retention. When 74% of employees report being more likely to continue working for their employer due to comprehensive maternal health benefits as found by Maven, it becomes clear that maternal wellness isn’t just a nice-to-have benefit—it’s a business imperative.

By integrating maternal wellness into your corporate wellness program, you’re not just supporting your employees through one of life’s most significant transitions—you’re building a more resilient, engaged, and loyal workforce that will drive your company’s success for years to come.

The evidence is compelling: investing in maternal wellness today will pay dividends in employee satisfaction, productivity, and retention tomorrow. As you consider the future of your organization’s wellness initiatives, remember that supporting parents isn’t just compassionate—it’s smart business.