Maternal health in the workplace

According to the World Health Organisation (WHO), maternal health involves providing the necessary care to women to ensure they have a safe and positive experience during pregnancy and childbirth¹.

The responsibilities of organisations regarding the maternal health of their employees begins during pregnancy. Employers are obligated to provide a safe working environment for pregnant and new mothers and appropriate leave provisions to access antenatal care. This includes adhering to post-birth maternity leave provisions and facilitating a smooth return to work. The specific obligations vary significantly depending on the where in the world you live.

For example, in the UK, pregnant workers are entitled to paid leave for antenatal care during their pregnancy. They are also entitled to paid maternity leave for up to 39 weeks, and leave is also available to the co-parent. Australia also has paid parental leave for up to 20 weeks and unpaid leave for up to 2 years. For employees in the United States there is no national paid parental leave provisions and just over half employees are eligible for unpaid leave of only 12 weeks. Employees in the USA are dependent on the individual policies of their employer and have very little protection. Being aware of both government provisions and organisational policies is crucial for expecting and new mothers. This includes understanding policies related to pregnancy, post-baby leave, and flexible working arrangements.

Maternal health encompasses both physical and mental well-being. Pregnant women and new mothers require adequate support to manage their health. Globally in 2020, there were 287,000 women who died during pregnancy and childbirth. This number is excessive considering that most of these deaths are considered preventable. Mental health is particularly important, as the transition to motherhood can be challenging. Employers and policymakers need to be aware of the mental health challenges that new mothers face and provide appropriate support systems. Ignoring the need for maternal mental health support for mothers can be costly. It is estimated in the USA that untreated maternal mental health disorders cost the economy more the $14 billion per annum².

Flexible working arrangements are beneficial for new mothers, allowing them to balance their family responsibilities with their professional roles. However, return-to-office mandates can disadvantage mothers, particularly those who have recently given birth. Studies have shown that mothers who have the option to work from home report increased optimism and better work-life balance. Work from home options allow women to successfully combine career and motherhood with greater flexibility. Balancing family and work responsibilities is a significant challenge for new mothers. Organisations need to create supportive environments that recognize the unique challenges faced by new mothers and consider the benefits of flexible working provisions to improve the workplace experience for the mother as well as maintaining and improving retention of employees.

Maternal health in the workplace is a complex issue that requires an approach where women are engaged and empowered to influence policy making. Governments and businesses also have a critical role in meeting World Health Organisation priorities of ensuring that maternal health is prioritised globally. By understanding and implementing supportive policies and practices, organisations can play a pivotal role in supporting and promoting the wellbeing of new mothers.

References
1. World Health Organisation, Maternal Health. https://www.who.int/health-topics/maternal-health#tab=tab_1
2. C M Carter, “Employers can benefit by taking maternal mental health seriously, research shows”, Forbes, May 2, 2023. https://www.forbes.com/sites/christinecarter/2023/05/02/employers-can-benefit-by-taking-maternal-mental-health-seriously-research-shows/