Pregnancy to parenthood at work: improving retention

Pregnancy and early parenthood are some of the most critical life stages for employees and some of the highest-risk moments for employers. While most organisations have parental policies in place, many still underestimate the real business impact of inadequate pregnancy and parenthood support at work.

Without the right support before, during and after parental leave, employers risk losing experienced talent, increasing absence and undermining long-term retention. Evidence shows that parenthood often leads to employment setbacks and reduced workforce participation, particularly for mothers. Employers that proactively support this stage are better placed to protect retention, reduce absence and sustain productivity, but only if they address the right challenges.

Why pregnancy and parenthood affect workforce participation

Research consistently shows that childbirth and early parenthood can disrupt career trajectories:

• More than a third of UK mothers say childbirth negatively affected their career prospects, contributing to long-term disadvantage
• Half of mothers report negative experiences when returning to work after maternity leave
• A third of working parents experience severe stress during early parenthood
• Five years after the birth of a first child, mothers’ monthly earnings are on average 42% lower than one year before childbirth

These patterns contribute to reduced pay, increased part-time work and stalled progression, often referred to as the “child penalty”, with long-term consequences for both employees and employers.

The cost to employers of inadequate parent support

When pregnancy and parenthood support is insufficient, the cost to employers goes beyond individual wellbeing. Organisations can face significant financial and cultural impacts tied to disengagement, absence and turnover:

• 44% of returning parents report receiving no support at all when returning to work, often experiencing anxiety and guilt around balancing work and family responsibilities
  
  
• Part-time work (frequently the default option for returning parents) is linked to a “part-time penalty” that limits progression and earning potential
  
  
• Lack of structured return-to-work support weakens diversity in leadership pipelines, with women disproportionately moving into lower-paid or less senior roles post-childbirth

While much of the available data focuses on mothers, partners and other caregivers also benefit from targeted support, and workplace systems influence outcomes across entire households.

Why parental leave policy alone isn’t enough

Most organisations rely heavily on statutory maternity and paternity leave policies. However, parental leave alone does not drive retention or successful re-engagement.

• Parental leave without structured return-to-work support can leave employees isolated, anxious and uncertain about their role and progression
  
  
• Flexible working options are increasingly expected, yet many employers lack visible, accessible programmes that actively support returning parents
  
  
• Generic EAPs and HR policies rarely provide the personalised, clinical support needed during pregnancy and early parenthood transitions

These gaps create a disconnect between policy and practical support, and that’s where employers lose talent.

What effective pregnancy and parenthood support at work looks like

When employers support pregnancy and early parenthood, they’re making a strategic investment with outcomes that truly matter. Effective support should include:

• Confidential access to pregnancy and early parenthood specialists, such as health visitors and lactation consultants
  
  
• Guidance that spans before, during and after parental leave
  
  
• Ongoing check-ins, practical advice and tools that help employees navigate work and life changes
  
  
• Support that’s integrated into employees’ daily lives, not tucked away in policy manuals
  
  

When employers invest in tailored, expert support, they help employees stay engaged, reduce prolonged absence and build confidence as they return to work. All of which protects performance and strengthens retention.

Employer outcomes that matter

Organisations that proactively support pregnancy and parenthood generally see measurable benefits:

• Improved retention of parents in the first year after returning to work
• Reduced long-term disengagement and avoidance of talent loss
• Fewer informal absences related to stress and burnout around caregiving transitions
• Stronger workforce diversity and more stable leadership pipelines

Strategic support makes returning to work a transition, not a turnover risk and protects the investment in experienced talent that employers have developed over years.

How Peppy supports pregnancy and parenthood at work

Peppy delivers unlimited, confidential access to specialist clinicians through a simple app, so employees can get the right support, at the right time, without barriers.

This means:

• Evidence-based, personalised guidance before, during and after parental leave
• Support that operates alongside existing healthcare and benefits
• A compassionate, stigma-free space for employees to discuss concerns
• Resources that help employers move beyond policy to meaningful support

For employers, that results in stronger retention, better attendance and a workforce that stays engaged through one of life’s most pivotal stages.

Final takeaway for HR and benefits leaders

Pregnancy and early parenthood are pivotal moments where employers either lose talent or build lasting loyalty. Organisations that invest in evidence-based, personalised support are better positioned to retain experience, protect productivity and strengthen workforce stability.

If you want to support parents at work and reduce avoidable turnover, get in touch.