From Perk to Priority: Rethinking Maternity Leave in the Modern Workplace

As the workplace continues to evolve, the need for more supportive maternity leave policies and programs continues to grow. The pandemic forever changed how employers approached retention – no longer able to passively or reactively address prioritizing the employee experience.

And while the labor market has cooled significantly following the peak of the employee-driven, post-covid world, employee motivations have permanently shifted and as employers, we cannot get complacent. Instead, we must continue to actively seek and hear the needs of our people and answer as best we can.

So, on behalf of working moms in particular, and in celebration of Mother’s Day, what better topic to cover than improving maternity leave programs and policies!

Another study, highlighted below, cites "leave policies are holding steady since their post-pandemic expansion, reflecting their new status as a core benefit rather than a perk" (Cocoon).

Common Concerns:

Cost vs. Return on Investment
“Research shows that first-time mothers who use some form of paid leave are 32% less likely to quit their jobs before or after childbirth and are 19% more likely to return to the same employer after paid leave. Employers report that paid family leave either maintained or increased employee productivity (89%), profitability/performance (91%), turnover (96%), and employee morale (99%) (Forbes).

Your financials won't look the same as everyone else's. Crunch the numbers to see the true impact on your bottom line, being sure to consider both short term and long term effects.

Coverage and Planning
Planning ahead is your best friend here. And I don't mean plan as soon as you are made aware of upcoming maternity leave. Plan now! Plan yesterday! In most cases, your teams should be cross-trained and equipped enough to manage through short-term, short-handed seasons - because you never know when someone will 'get hit by a bus'. Additionally, your succession plan should help to guide these types of organizational shifts.

In the event your team is already stretched thin or there is no one trained internally to cover, temporary/contract support is a must have to ensure productivity and existing employee morale are maintained. Be sure to bring in temporary support well before leave begins, ensuring adequate time for training and acclimation. Furthermore, keeping temporary support after your 'leave' employee returns is a great way to help support your new mother in balancing her new norm - again, ensuring productivity and employee morale is maintained for all.

Fairness to Other Employees
At HTI, we constantly preach on the importance of offering a wide range of perks and benefits. Pay isn't everything. Maternity leave is everything. Free lunch isn't everything. PTO isn't everything. Taco Tuesday isn't everything. People value different things. As employers, it's imperative to explore a wide range of offerings in order to maximize benefits for everyone. No one employee will reap the benefits of every single perk a company has to offer.

Benefits:

Benefits for Mothers

• Physical and emotional recovery: Many medical professionals argue that 'full recovery' is much more like 6-18 months following childbirth, far beyond the common 6-week doctor clearance. This timeframe varies from person-to-person of course, but could include much needed time to recover from c-section or vaginal tears, internal and external bruising and bleeding, swelling, hair loss, pelvic floor muscle depletion, incontinence, constipation, breast engorgement, nipple wounds, general pain management, fatigue, postpartum depression, 'baby blues', hormonal fluctuations and imbalances, restlessness, anxiety, sleeplessness, detachment, shame, guilt, difficulty bonding - just to name a few. There's a lot to 'recover' from and acclimate to - we just need time!

• Bonding time: Data shows that the mother-child relationship is most critical in those early months, so having dedicated, uninterrupted, well-supported time to build that bond (without unneeded work stressors) is so very important. 
• Reduced stress and burnout: Add pressure to return to work prematurely on top of any number of the above mentioned woes, and you've got yourself a recipe for disaster. 
• Higher retention and job satisfaction: Mothers are more likely to stay with an employer that supports them during major life events. Period. 

• Stronger family units: Allows time for both parents (if policies are inclusive) to adjust to new dynamics and create critical bonds with the child.
• Improved child development: Studies show longer maternity leave is linked to better health, cognitive, and emotional outcomes for children. ++(stat)
• Financial stability: Paid leave reduces the risk of financial hardship during an already vulnerable period.

• Higher retention rates: Reduces turnover costs by retaining skilled employees post-maternity. The cost to replace an employee can range from x to x. What's the difference in those numbers vs the investment to take care of them while they're recovering and caring for a new baby?
• Enhanced community perception: A strong reputation attracts top talent. Most generations that make up the workforce prioritize some type of family-related benefit. Additionally, building a positive reputation and acknowledging societal expectations builds public trust. People talk.
• Improved morale and productivity: Employees are more engaged and loyal when they feel supported. Happy people do better work and we all know that attitudes are contagious. Consider the impact of having a disgruntled new mother returning to work - potentially spreading negativity and toxicity like wildfire...

Mama, you're doing great!

Comprehensive maternity leave isn’t just a perk – it’s a strategic investment that benefits mothers, their families, and employers alike.

Take a look at your current leave policies to identify areas for improvement. Not sure what to change? Start by asking your people! If you don’t ask, you can’t know the truth about how your policies are working, or not working.

And remember, maternity leave is just one component of comprehensive paid leave. Consider improvements for all parental leave and caregiver leave in order to maximize benefits for a larger portion of your organization.