Maternal Mental Health Awareness

This blog is dedicated to supporting your employees who are returning to work after Maternity Leave during May's Maternal Mental Health Awareness Week.

Maternal Mental Health Awareness Week provides an important opportunity for employers to look at how they support employees during pregnancy, maternity leave, and the transition back to work.

Returning to work after having a baby can be a huge adjustment both personally and professionally. Alongside the physical recovery from childbirth, many new mums may experience anxiety, stress, overwhelm, or more serious maternal mental health conditions such as postnatal depression.

For employers, understanding the challenges employees may face and recognising the legal responsibilities surrounding maternity and wellbeing is an essential part of creating a supportive and inclusive workplace culture and environment.

Understanding Maternal Mental Health

Maternal mental health refers to a person’s emotional and psychological wellbeing during pregnancy and after childbirth. While becoming a parent can be a positive experience, it can also bring significant emotional, physical, and financial pressures.

Common challenges new parents face can include:

• Anxiety about returning to work

• Sleep deprivation and fatigue

• Balancing childcare and professional responsibilities

• Feelings of guilt or overwhelm

• Postnatal depression or anxiety

Every employee’s experience will be different. Some may feel ready to return confidently, while others may require additional support and understanding during the transition.

Creating an environment where employees feel comfortable discussing wellbeing concerns can make such a big difference in our experience.

Why Employer Support Matters

The return-to-work period after maternity leave can have a lasting impact on employee wellbeing, engagement, and retention. A lack of support during this transition period can contribute to increased stress and, in some cases, employees choosing not to return to work at all.

Supportive employers are more likely to:

• Retain experienced employees

• Improve morale and engagement

• Reduce absence and turnover

• Foster a positive workplace culture

• Demonstrate commitment to employee wellbeing

It's important to understand that supporting maternal mental health is not simply good practice, employers also have legal responsibilities in relation to maternity rights, discrimination, and workplace health and safety.

UK Legislation Employers should be aware of Maternity Leave and the Right to Return

In the UK, eligible employees can take up to 52 weeks of maternity leave. Employees returning from maternity leave are generally entitled to return to the same role, or a suitable alternative role if specific circumstances apply.

ACAS guidance explains that employees returning from maternity leave are protected by law and must not be treated unfairly because they have taken maternity leave.

Employers must also consider requests for flexible working fairly.

See more on this here - https://www.acas.org.uk/statutory-maternity-leave-and-pay/returning-to-work

Protection from Discrimination

Under the Equality Act 2010, employees are protected from discrimination related to pregnancy and maternity. Treating an employee unfairly due to pregnancy, maternity leave, or childcare responsibilities could lead to claims of discrimination.

Employers should ensure that decisions around workload, promotions, redundancy, or performance management are handled fairly and consistently for returning mums.

Health and Safety Responsibilities

The Health and Safety Executive (HSE) states that employers have a legal duty to protect the health and safety of pregnant workers and new mums. This includes carrying out individual risk assessments and making appropriate adjustments where necessary.

These responsibilities can continue after maternity leave, particularly where employees are breastfeeding or experiencing ongoing health concerns following childbirth.

Find out more here - https://www.hse.gov.uk/mothers/employer/index.htm

Supporting Employees Returning to Work

Returning to work after maternity leave can feel overwhelming, especially when combined with changes in routine, childcare arrangements, and concerns about balancing responsibilities.

There are several practical ways employers can support employees during this transition:

Maintain Communication During Leave

Appropriate and supportive communication during maternity leave can help employees feel connected to the workplace without feeling pressured.

Keeping in Touch (KIT) days can be useful for helping employees stay informed about workplace developments and ease the transition back into work more easily.

Hold a Return-to-Work Conversation

A structured and supportive return-to-work meeting provides an opportunity to discuss:

• Workload expectations

• Flexible working arrangements

• Any wellbeing concerns

• Training or updates needed

• Support available within the business

This conversation should focus on support rather than performance pressure.

Consider Flexible Working Requests

Flexible working can play an important role in supporting maternal wellbeing and helping employees balance work and family responsibilities.

This may include:

• Adjusted hours

• Hybrid working

• Phased returns

• Part-time arrangements where appropriate

ACAS guidance highlights that employees returning from maternity leave may request flexible working, and employers should consider these requests reasonably.

Create an Open and Supportive Culture

Employees are more likely to seek support if they feel conversations around wellbeing are welcomed and handled sensitively.

Managers should be encouraged to:

• Check in regularly with returning employees

• Avoid assumptions about commitment or capability

• Recognise signs of stress or mental health struggles

• Signpost available support where appropriate

Even small actions like regular communication and realistic expectations can help employees feel supported.

The Importance of Mental Health Awareness

Maternal mental health conditions can affect employees differently, and some individuals may require additional workplace support when returning to work.

The NHS advises that employees returning to work after mental health difficulties may benefit from flexible arrangements, supportive conversations, and reasonable workplace adjustments where appropriate.

While employees are not required to disclose personal medical information unless they choose to, employers should create an environment where individuals feel safe discussing any support they may need.

Find out more on this here - https://www.nhs.uk/mental-health/advice-for-life-situations-and-events/return-to-work-after-mental-health-issues/

Building a more Supportive Workplace

Supporting maternal mental health is about more than compliance, it's also about creating a workplace culture that values wellbeing, inclusion, and long-term employee support.

For SMEs in particular, a positive and supportive approach can strengthen employee loyalty, improve retention, and contribute to a healthier workplace overall.

Maternal Mental Health Awareness Month is an opportunity for all businesses to review their policies, management practices, and workplace culture to ensure returning mums feel supported both personally and professionally.