Empowering mums after maternity leave

The return to work following the arrival of a child into a family is a huge milestone for new parents. It brings a flood of emotions and new responsibilities, adding to what is already a busy life.

This transition can, for some, feel overwhelming. Here Laura Davies and Sarah Andrews, both Devon GPs and mums, who have personally experienced these challenges, encourage employers to make 2024 a year when the transition is a happier one:

It's well-established that returning to work after having a baby can be make or break for many mothers. So, what can you, as an employer, do to support new parents in your workplace?

A woman's consideration about her return to work doesn't just begin when she finishes her maternity leave. Research suggests that many expectant mothers feel nervous about disclosing their pregnancy to their employer.

These initial conversations and exchanges can set the stage for their return as new mothers. Working together through pregnancy is essential. While some women may breeze through pregnancy, many find it uncomfortable and even anxiety-inducing.

Implementing small changes that make a mother-to-be feel supported can help build trust and leave her confident that she is returning to an inclusive workplace.

Employees on parental leave are entitled to use up to 10 paid ‘keeping in touch’ days. These days can be a lifeline for new mothers who may not have left their baby for any significant period of time before.

A simple coffee, a supportive chat, and some updates on work can make a big difference. Meanwhile, including staff on parental leave in important company events, such as away days, Christmas parties, or company updates, helps a new mum feel like she's still a part of her workplace.

The return to work marks the beginning of a new life as a working parent. Keep in mind that your employee, even if you've known her for years, may have a very different life than the one you knew before.

Postnatal complications can still affect a significant proportion of mothers when they return to work. Does your workplace offer employee benefits? Consider whether these benefits cover specialist physiotherapy or mental health support to aid her recovery.

Breastfeeding is a significant consideration when returning to work. Indeed, this is one of the leading causes for women to stop breastfeeding earlier than they would have liked to. It's not merely a ‘nice to have’ option to support breastfeeding mothers; workplaces now have a legal obligation under the Health and Safety Executive to provide breastfeeding-friendly spaces.

The days of women using a breast pump in the toilets should be behind us. Businesses need to provide private, healthy, and safe spaces in which mothers can express and store breast milk.

Flexibility in working arrangements is key. Children starting in childcare settings often encounter various viruses, boosting their immune systems. Having a sympathetic policy that accommodates last-minute needs to change plans due to illness can be a huge help. Flexible working, including hybrid arrangements, can assist mothers in juggling the demands of their new roles as working parents.

The benefits of inclusive policies are clear. Supporting women in their parental responsibilities increases their likelihood of returning to the same workplace and maintaining their roles. This not only retains skilled and dedicated staff but also lowers recruitment and training costs associated with replacing a position. 

Over the past two and a half years, we've developed Mumie, a web-based application which is supported by specialists in maternal health. Mumie aims to educate and empower new mothers about their postnatal bodies and emotions, offering guidance on what's normal, when to seek additional support, and how to access it.

Additionally, Mumie provides a Return to Work MOT, which assesses users' mental and physical health and provides practical advice, ensuring that women return to work feeling well, supported, and prepared. For more information, contact Laura and Sarah via their website https://mumie.health

This article appears in the current edition of Exeter Tomorrow.