Returning to work after pregnancy can feel like stepping into a completely different world. Policies may promise support, but the reality often falls short. Many women face new expectations, balancing professional responsibilities with childcare, while navigating changed workplace dynamics, all while striving to maintain their career momentum.
The Motherhood Penalty
The motherhood penalty refers to the economic and professional disadvantages women often encounter after having children. These include slower promotions, fewer responsibilities, limited opportunities, and even job loss. Some workplaces assume that mothers’ dedication will decrease, leading to reduced visibility and sidelined projects. This creates a cycle where talented employees are unintentionally pushed out.
Beyond Benefits Belonging Matters
Generous maternity leave policies are only part of the solution. Returning employees need structured support, including reintegration programs, flexible schedules, and check-ins on wellbeing. Without these measures, organisations risk losing skilled talent, diminishing team morale, and sending the wrong message about workplace inclusivity.
The Organisational Impact
Employee exits after maternity leave affect more than just finances. Knowledge gaps grow, team cohesion suffers, and workplace diversity declines. How organisations treat returning parents sends a visible signal to all staff about culture and long-term commitment to employees.
Support That Works
Effective support involves more than symbolic gestures. Structured programs can include mentoring, flexible schedules, peer support networks, and targeted training. Companies like SAP Labs India and Infosys are leading by example with initiatives such as Stay in Touch programs, hybrid work models, and part-time options. Support should extend to all caregivers, normalising shared responsibility and removing the assumption that parenting is solely a woman’s duty.
Structural Change Over Temporary Fixes
One-off programs or sympathetic managers cannot dismantle deep-rooted bias. Organisations must embed flexibility and inclusivity into their culture, revise evaluation metrics, and measure productivity by outcomes rather than hours worked. Flexibility should be a human right, not a benefit reserved for mothers.
Respecting Talent at Every Stage
Retention is ultimately about respect. Providing consistent support during life-changing moments fosters loyalty, trust, and long-term commitment. Parenthood equips employees with valuable skills such as multitasking, empathy, and efficiency that enhance professional growth and leadership potential.
Redesigning Work Not Reassigning
The future of work requires redesigning systems to integrate returning parents seamlessly. Parenthood does not diminish capability, it strengthens it. The right question is not Can she handle it but How can we design workplaces to help employees thrive. Organisations that answer this successfully retain motivated, resilient, and high-performing professionals.
