How Employers Can Champion Maternal Health and Build Stronger Teams—According to a Mom, Maternity Coach and Corporate Well-Being Consultant

Becoming a mother is one of the most profound transformations a woman can go through, not just physically, but emotionally, mentally, and professionally. It’s not a disruption to her career; it’s a natural transition in life. And when employers recognize and support this transition with intention, everyone benefits: the mother, her team, and the organization as a whole.

But here’s the thing— this doesn’t just happen by accident. It takes thoughtful leadership, well-designed policies, and a cultural shift away from outdated notions that motherhood and ambition are at odds. In reality, many women return from maternity leave with renewed purpose, heightened efficiency, and an even stronger sense of leadership. The workplace has an incredible opportunity to not only support maternal health, but to cultivate more resilient, focused, and loyal teams by doing so.

Let’s talk about what that really looks like, and why it matters.

THE BALANCING ACT NO ONE PREPARES FOR

One of the most overlooked stressors during the first year of motherhood is balancing the demands of work with the entirely new (and often relentless) responsibilities of parenting. Sleep deprivation, feeding schedules, identity shifts— it’s a full-time job before a mom even logs onto her laptop.

According to the CDC, one in eight women experiences symptoms of postpartum depression, and lack of support, especially in the workplace, can be a major contributor. The U.S. Bureau of Labor Statistics reports that nearly 70% of mothers with children under age 18 participate in the labor force. That’s a significant portion of our workforce juggling diaper changes and deadlines.

If we want to retain top talent and build sustainable, inclusive workplaces, we need to design for these moments of life transition. Ignoring them is a mistake.

THE OPPORTUNITY FOR EMPLOYERS

When a new mom feels seen and supported at work, she doesn’t come back weaker— she comes back stronger. She brings with her an incredible ability to multitask, set boundaries, think creatively under pressure, and lead with empathy.

But the onus isn’t just on her. It’s on employers and leaders to create the kind of environment where that reintegration is possible.

Here are five tangible ways managers can better support parents and parents-to-be:

1. Offer Paid Parental Leave—Without Guilt Trips

It starts with the basics. Offering paid parental leave is one of the most direct ways to support maternal health. But it’s not just about having a policy on paper—it’s about creating a culture where people feel empowered to use it without fear of judgment or career sabotage.

Countless studies show that paid leave is linked to better mental health outcomes for mothers which in turn impacts employee retention.

2. Train Managers to Navigate Leave and Return Conversations

Most managers aren’t trained on how to support an employee through pregnancy, leave, and reintegration. This can lead to awkward conversations, missteps, or missed opportunities for real support.

Providing training can equip leaders to ask the right questions, set realistic expectations, and offer flexible timelines for return. This makes the transition smoother for everyone.

3. Normalize Flexibility

New moms don’t need less responsibility. They need more flexibility. Whether it’s adjusted hours, remote work options, or extended ramp-up periods, small shifts can make a big difference. Flexibility signals trust, and when employees feel trusted, they show up even more committed.

4. Create a Re-onboarding Plan

Reintegration after leave shouldn’t feel like drinking from a fire hose. A thoughtful re-onboarding plan that includes clear updates, reintroductions, and space to ease back into the flow can make a huge difference in how a mom experiences her return.

Consider pairing returning parents with a “re-entry partner”— someone who can help with context, meeting recaps, and cultural reentry.

5. Celebrate New Skills, Don’t Diminish Them

Motherhood builds time management, emotional intelligence, negotiation, and prioritization— all of which are invaluable at work. When managers acknowledge these skills, they validate a mom’s evolving identity and create a culture of growth, not regression.

FINAL THOUGHTS

Too often, women are their own harshest critics during this time. They question their capacity, worry about perceptions, and push themselves harder to prove they’re still valuable. When a workplace steps in and says, “We see you. We value you. We’ve got you”— it’s powerful.

Supporting maternal health isn’t just about doing right by moms, it’s about doing right by teams and businesses. When we support women in this season, they don’t just bounce back, they rise higher.

Maternity leave shouldn’t be seen as stepping back, it’s part of stepping forward, with intention.

If you’re a leader, HR partner, or someone looking to champion maternal health at your company, I’d love to connect. Together, we can make the workplace a place where motherhood and leadership thrive side by side.

Anisha Pandya Patel, Founder of MasalaMommy

Anisha is pregnancy and postpartum coach, corporate well-being consultant, author of Expecting: A Pregnancy Journal, and founder of MasalaMommy. She helps ambitious women navigate early motherhood with confidence, care, and connection—blending holistic wisdom with real-life experience. Through coaching, content, and consulting, she supports both individuals and organizations in creating healthier transitions for working parents. When she’s not working, she’s raising three boys and embracing the beautiful, messy balance of parenting and purpose.

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