How benefit leaders can support the post-partum return to work

Building maternity leave benefits shouldn't just address women's needs before and during the pregnancy — they should also cover the return to work.  

Forty-three percent of women never return to work after their maternity leave, according to a recent report from fertility benefit provider Maven Clinic. Of those who do return, 53% want more support from their employer when it comes to balancing work and the responsibilities of parenthood. And it's up to benefit managers to make the transition as smooth as possible through comprehensive benefits and policies. 

"Returning mothers are often expected to operate at full capacity while navigating sleep deprivation, identity shifts, and, in many cases, postpartum mental health challenges," says Karishma Patel Buford, chief people officer at mental health platform Spring Health. "Despite this, few workplaces proactively address this transition — leaving mothers unsupported during one of the most vulnerable periods of their lives." 

Read more: Why flexible work benefits give women a strategic advantage

Around 1 in 5 women experience a post-partum mood or anxiety disorder, which includes heightened feelings of guilt, sadness and fatigue, according to research from the National Library of Medicine. Yet 75% of that demographic goes untreated. The discrepancy is largely due to barriers like stigma, as well as a lack of training and care shortages for mental health professionals in these areas. 

By missing the mark on post-partum coverage, employers are putting their retention efforts at risk, as well as the mental health outcomes for their female employees. 

"Ignoring this transition can lead to long-term burnout, higher attrition and disengagement," Buford says. "When organizations don't support this phase, they risk not only losing top talent but also sending a broader signal that caregiving and leadership are incompatible."

Mental health support requires a multi-pronged approach: In addition to therapeutic support, increased paid leave could lead to long-term positive outcomes, too. Maven found that increased paid leave for mothers could increase breastfeeding rates, improve infant health and reduce symptoms of postpartum depression. For businesses, 58% of employers confirm parental leave benefits have played a large part in improving their talent acquisition.

There are many other ways organizations can help improve the mental health of returning mothers' needs. As a mother of three herself, Buford shared a few insights and strategies for her colleagues in the HR and benefits field. 

What is the role HR plays in easing some of the transition back to work?
HR must lead with both structure and empathy. That means rethinking re-entry, offering manager training around postpartum transitions, and embedding flexibility as a standard. I juggle this every day — three kids and a high amount of travel — which makes it clear how essential flexibility is when it's thoughtfully designed and mutually agreed upon. It takes honest, transparent and concrete conversations to make those arrangements work — for both the employee and the business. We also need to measure retention post-leave, collect real-time feedback, and ensure mental health benefits actually reflect the needs of new parents — not just what looks good on paper.

Read more: How this KinderCare exec leads by example to support working parents

How does mental health support play into the equation?
Mental health support isn't a luxury — it's a core infrastructure for working parents. Access to tailored postpartum mental health resources has been shown to significantly reduce symptoms of anxiety and depression. Organizations that normalize and prioritize these services are better positioned to support sustainable returns and long-term employee well-being.

Why is it so important for organizations to invest in their new and working moms?
Because the alternative is losing experienced, high-performing talent at a pivotal life stage. When support is absent, it sends a message that caregiving and leadership are incompatible — which undermines inclusion at its core. Supporting mothers is about designing workplaces where people can succeed without having to pretend major life transitions aren't happening. It's a signal of what kind of culture you truly value.