7 Ways Your Company Can Increase Maternity Leave Retention
Returning to work after maternity leave presents many obstacles for employees. Logistically, navigating childcare, pumping, and new schedules can be overwhelming. Not to mention the emotional aspect of being away from your baby and the effects of isolation that can be damaging to productivity and wellbeing.
Not surprisingly, 43% of women quit their jobs when they have children. And nearly 50% of baby-feeding parents are currently looking for a new job.
With these statistics at play, employers who consider removing barriers for new mothers leading up to, during, and after they return from maternity leave have a significant advantage when it comes to increasing maternity leave retention.
As if we needed a reason to keep more women in the workforce, studies show that women employees are more productive, work 10% harder, and are often given more work and still produce more results than men.
So, what can employers do to increase maternity leave retention and support new moms as they transition back into the workforce?
7 tips to increase maternity leave retention
1. Make a plan before they go out on leave
When there is no clear plan for transitioning responsibilities while employees are on maternity leave, it can create a great deal of anxiety for everyone involved. A new mom may feel as though she is burdening her team, or teammates may feel resentful if they have to take on more work. The first day back from leave can be daunting even for the most prepared parents. Anticipating this and supporting her at every stage will increase her trust and make it less likely that she will leave.
2. Make sure they have space and support to pump
Lactating parents must express milk every 2-3 hours, whether they are with their baby or away. This means every parent must have an expression plan to keep their milk supply up and avoid getting sick. Provide a functional, private place for new moms to pump that is available only to them. Milk production is influenced by stress levels - so consider creating an inviting, relaxing space to make it more comfortable for employees to pump. The easier it is for them to pump when they need to, the more productive they will be.
3. Create policies to support new mothers
Companies need robust policies to support working mothers. Complying with federal and state laws is a great starting point, but it only scratches the surface. Provide clear access to your breastfeeding benefits (and how to use them), your lactation policy, as well as any relevant content related to breastfeeding and pumping while working before parents go on leave. Keep all lactation support information in one place so employees know exactly where to go for all information you offer to reduce anxiety and increase loyalty.
4. Provide easy access to experts
A new mom’s journey is unique and changing. When questions arise, they need answers fast so they can make a decision (or calm their fears) and get back to work. This is especially true when it comes to breastfeeding and pumping. Gift your employees access to IBCLC-certified lactation experts for easy access to valuable information for moments in need while at work, at home, and traveling.
5. Offer peer-based support
New parents are in a time of vulnerability and uncertainty. Often women may be the only feeding parent in their organization. Connecting parents through an app like pumpspotting has a positive impact, whether sharing feelings across lack of sleep, juggling work and home life, babies who won’t latch, or tips for pumping at work. Give your employees a safe space to have honest conversations about what they are going through to reduce isolation, increase mental health and produce more positive outcomes.
6. Get your managers involved
It’s important to make parenthood a part of the conversation at work. This means not being afraid to ask questions about what your employees need or the challenges they are facing. When you check in with your new parents, it extends empathy from leadership and makes parents feel more positive about your company. Companies that implement lactation supportive measures as mothers return from maternity leave see 83% of their feeding parents feeling more positive about them.
7. Communicate early and often
Remove mental load barriers by providing a central communication space that parents can access before, during, and after maternity leave. Make your family benefits, policies, and information (like how to locate and schedule lactation rooms) easy to find and access. Creating a one-stop space to find all the information they need streamlines communication and makes parents feel more positive about your company.
Want to increase your maternity leave retention rate?
Looking to create a plan to better support working parents as they transition back into the workplace from maternity leave? Download this guide to learn 9 ways lactation support removes barriers for working parents and helps companies of all sizes attract and retain working parents.
pumpspotting is a lactation support solution for companies of all sizes to attract talent and retain employees. Our mobile app supports parents in navigating the day-to-day of feeding through connection to a community of parents and lactation experts, access to comfy places to nurse and pump, and non-judgmental encouragement. It also serves as the central hub of breastfeeding support for employers, removing barriers inside the workplace and reducing costs and productivity losses associated with turnover, absenteeism, and non-compliance. Learn more here and join us!