You’re probably aware that the U.S. is the only wealthy nation that does not guarantee paid leave after employees give birth or adopt a child. As an employer, this means maternity leave benefits are offered as an employee perk and can be a powerful retention tool.

Even so, paid maternity leave is simply not enough to retain new parents during this time when American workers are quitting in droves.

Maternity leave is one thing. But how you treat your employees leading up to, during, and after maternity leave will be what determines whether you will be able to retain them or not.

Similar to Maslow’s Hierarchy of Needs, new mothers also have needs from the bottom of the hierarchy upwards. These needs are not just nice to have. They must be met for her to feel supported by her employer and thrive as a working parent.

Companies that recognize this and implement solutions and a culture that covers all five needs have a distinct advantage when it comes to working parent and maternity leave retention.

Physiological needs:

New parents need adequate paid time-off

Pregnancy and birth are hard on a mothers’ physical body. Parents may become depleted quickly if they are not provided the time, nutrients, and rest they need post-birth.

Organizations must provide as much time as possible for their employee to be with her new baby to bond, establish feeding and new schedules, and more. Providing this time as a paid benefit is crucial so a mother can focus her efforts on caring for herself and her baby without outside stressors.

The reality is, 1 in 4 U.S. mothers return to work 10 days after giving birth. The American Academy of Pediatrics and the Pediatric Policy Council both support providing 12 weeks of paid leave. UNICEF recommends 24 months. More than six months, but less than a year, may truly be the sweet spot in terms of ideal length for new parents. The investment employers make in paid time off for maternity leave will be returned to them through higher productivity, lower health care costs, and increased retention and satisfaction when she returns to work.

Safety needs:

New parents need breastfeeding/baby-feeding support

Lactating parents must express milk every 2-3 hours, whether they are with baby or away. This means every parent returning to work must have an expression plan to keep their milk supply up, feed their baby, and avoid getting sick. The milk is going to come no matter what, whether in the office, at home, or on the road, and the easier it is for them to take the time to pump when they need to, the more productive they will be.

Employers who invest in a comprehensive lactation support solution see a 59% increase in return-from-leave retention and a $6.50 ROI for every $1 spent. But lactation support is so much more than a comfortable chair to pump. If you are looking to more fully understand the type of lactation room requirements working mothers need, read this blog here.

Social needs:

New parents need support, connection, and childcare

New parents need connection and access to a support network that can help them every step of the way. When questions arise, mothers need answers fast, so they can make a decision and get back to work. Employers who provide IBCLC-certified lactation experts as a benefit to their employees give them the gift of valuable information in moments of need while at work, at home, or traveling.

New parents are in a time of vulnerability and uncertainty. Connecting parents to one another has a positive impact, whether sharing feelings around lack of sleep, juggling work and home life, or tips for pumping at work. Providing a safe space to have open, honest conversations about what they are going through reduces isolation, increases mental health and provides more productive outcomes.

Lastly, access to reliable, affordable childcare is vital to a new mom’s successful return to work. Employers can assist in this by providing benefits like care.com, Vivvi, or another resource or referral benefit. Childcare is expensive and hard to come by as of late, but good, reliable childcare is crucial to working parents’ productivity and happiness.

Esteem needs:

New parents need recognition and a supportive culture

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. Checking in allows you to not only gather insights, making sure mothers feel seen and successful, but also extends empathy from leadership and makes parents feel more positive about your company.

Consider the impacts baby-feeding, postpartum time, and navigating a new schedule have on your employees who are in your office, at home, or in a hybrid environment. Stepping away to pump every couple of hours, or feeling the pressure and mental load of parenthood is, well, lonely. Take an active role in removing isolation barriers for new parents by providing community, connection, and communication whether working at home or in the office.

Self-actualization:

New parents need to be able to see potential and self-fulfillment

Simply stated, new parents returning to work after maternity leave whose psychological, safety, social, and support needs are met will be more productive, more satisfied with their employer, and less likely to leave their job.

When these needs aren’t met, new parents face challenges that can impact their ability to be successful at work.

It is in the best interest of today’s employers to review their maternity leave benefits and determine if they are meeting their working families’ comprehensive needs leading up to, during, and after they return to work. Employers who do this will be the companies reaping the most benefits when it comes to attracting and retaining top talent.

Looking to understand the full business benefit of workplace lactation support? Adding this to your maternity benefits can increase your bottom line. Download this guide to see how.

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!

Why Maternity Leave Benefits Aren’t Enough to Retain Working Parents