How supporting expecting employees strengthens workplace resilience

In today’s competitive business landscape, organizations are increasingly recognizing that their greatest asset isn’t their technology, products, or services—it’s their people. When those people include expectant and new parents, how businesses support them can make or break workplace resilience.

The business case for robust pregnancy and postpartum support has never been stronger. Companies that prioritize these programs aren’t just being compassionate—they’re making strategic investments in organizational strength and adaptability.

The hidden costs of insufficient support

When expecting employees lack adequate support, the impact ripples throughout the organization. A staggering 46% of highly skilled women leave the workforce after becoming mothers, representing a massive talent drain. Additionally, 45% of working mothers have seriously considered leaving their job after their most recent pregnancy due to inadequate workplace support.

The financial impact is equally concerning—replacing a valuable employee costs between 1.5 to 2 times their annual salary. But the cost isn’t just financial. Companies lose institutional knowledge, team cohesion suffers, and remaining employees often face increased workloads that can accelerate burnout.

How pregnancy support builds organizational resilience

Implementing thoughtful pregnancy and postpartum support programs creates a foundation for organizational resilience in several key ways:

Enhanced retention and engagement

Organizations with robust maternal support programs see dramatic improvements in talent retention. An impressive 96% of employees report greater loyalty to employers who implement comprehensive maternal support programs. This translates to real results, as companies with strong maternal wellness programs report 83% higher employee retention rates.

Perhaps most tellingly, 94% of members in well-designed maternal support programs return to work after childbirth, preserving talent continuity. These aren’t just numbers—they represent experienced professionals whose knowledge and skills remain within your organization rather than benefiting competitors.

Reduced absenteeism and increased productivity

Properly supported employees experience fewer disruptions and maintain higher productivity. In fact, 88% of employees in fertility and family building programs reported being more productive at work during fertility treatment due to the support they received.

Depression and anxiety—common postpartum conditions—rank among the top 5 reasons for workplace absenteeism and presenteeism, but can be mitigated with proper support. Without appropriate support systems, 95% of postpartum mothers become disengaged employees for up to 3 years postpartum, significantly affecting long-term productivity.

Strengthened talent attraction

In a competitive job market, pregnancy and family support benefits have become powerful recruiting tools. About 84% of employers recognize that reproductive and family benefits are important or very important for attracting employees. Looking to the future workforce, 57% of individuals likely to have children in the next 10 years report being more likely to apply for or accept a job with reproductive health benefits.

Essential components of an effective support program

Creating resilience-building pregnancy support requires a comprehensive approach:

Flexible work arrangements

Offering flexible schedules, remote work options, or reduced hours during pregnancy and early parenthood allows employees to manage appointments, physical discomfort, and childcare needs without sacrificing productivity.

Effective implementations include core hours with flexible start/end times, compressed workweeks, part-time return-to-work options, and job-sharing opportunities. These arrangements demonstrate trust in employees while ensuring business continuity.

Education and wellness resources

Providing access to evidence-based information and wellness tools helps employees navigate pregnancy and postpartum challenges confidently.

This could include subscriptions to specialized apps like Beginning.com that offer support for postpartum emotional needs, educational webinars on pregnancy, childbirth, and early parenting, and access to health coaches and specialists. These resources empower employees to proactively manage their health while maintaining professional responsibilities.

Policy updates aligned with regulatory changes

Stay ahead of legal requirements while creating a supportive environment by updating policies to reflect the Pregnancy Workers Fairness Act (PWFA) requirements taking effect in 2025, which mandate workplace accommodations for pregnant employees as detailed in recent analysis of pregnancy accommodations in the workplace.

Companies should also ensure compliance with the PUMP Act, which requires employers to provide reasonable break time and private space for breastfeeding employees. By proactively addressing these requirements, organizations demonstrate commitment to employee wellbeing while mitigating legal risks.

Mental health support

Mental wellbeing is crucial for both individual and organizational resilience. Research shows that 88% of working mothers want more resources to support mental health before, during, or after giving birth. Yet only 39% of employers believe they provide enough workplace benefits to support employees’ maternal/parental mental health needs, indicating a significant gap.

Organizations that bridge this gap with comprehensive mental health resources create stronger, more resilient teams capable of navigating challenges effectively.

Building a resilient future through pregnancy support

The connection between supporting expecting employees and organizational resilience isn’t just theoretical—it’s backed by compelling data and real-world outcomes. When companies invest in comprehensive pregnancy and postpartum support, they preserve valuable talent and institutional knowledge, maintain consistent productivity, build a reputation as an employer of choice, and create a culture of inclusivity and support.

This isn’t just a matter of compliance or compassion—it’s a strategic business imperative. As one law firm that implemented a comprehensive maternal support program discovered, such initiatives can achieve satisfaction scores as high as 4.99 out of 5.

The future of workplace resilience depends on recognizing that supporting employees through major life transitions like pregnancy and new parenthood strengthens the entire organization. By implementing thoughtful support programs now, companies aren’t just helping individual employees—they’re building a foundation for sustained organizational success in an increasingly challenging business environment.

Ready to strengthen your organization’s resilience? Start by assessing your current programs and identifying opportunities to create a more supportive environment for expecting employees. Your investment today will yield dividends in retention, productivity, and organizational strength for years to come.