Supporting Maternal Mental Health in the Workplace: Insights from an HR Consultant
Pregnancy can be an anxious time for expectant mothers. Scans and appointments sometimes cause worry even before announcements have been made, and coming to terms with physical symptoms and hormonal changes is not always plain sailing either. Add in the upheaval of childbirth, the sudden reality of being on-call 24-7 in a critical care job you've received precious little training for, and a rollercoaster brain-chemistry ride? Well, anyone would agree that even before the sleep deprivation kicks in, it sounds like the perfect recipe for overwhelm.
It's just as well maternity leave is there to take the additional preoccupations of salary-earning out of the picture because there's no denying that the first months of childrearing are an intense journey. However much joy, love and bonding a new baby brings, you can be sure a break from paid work is not a “break”. This time is a steep learning curve peppered with emotional highs and lows, physical maladies, challenges to family dynamics and a thousand new ever-changing chores. This is what it takes to bring a new generation of thinkers and doers and carers into the world, and thank goodness parents are there to rise to the challenge!
But, at some point along the way, the need to return to the workforce and a career path arises. Yet another transition which can affect different individuals in diverse and unexpected ways. Happily, as an employer, you can play a vital role in creating the kind of environment that helps parents manage their mental health effectively.
Employers can support the mental health of new mothers in a number of ways, including:
1.Being flexible wherever possible
After all, this period in a parents career is relatively short and it's worth investing in. Try to go with arrangements that work for your employee, whether that be using KIT days to stay in regular contact during maternity leave or, conversely, making it a real break from work-related concerns; whether that be offering a gradual return or flexible work arrangements such as different hours, working from home, or compressed work weeks. These are all options that can help new parents manage their responsibilities at both home and work.
2. Providing parental leave
Employers can provide extended parental leave periods, allowing new parents to take time off work to care for their new-born and adjust to their new roles as parents. For further information on parental leave read our guide to shared parental leave
3. Providing a structured return to work
Maternity can represent a large chunk of time away from the work environment and reintegrating into the workplace may not always feel like second nature. A planned return with introductions to new team members alongside a comprehensive handover can really make a difference. Include a reassuring welcome and appreciate that getting to grips with duties and responsibilities may not be the only challenge on a returning mother's mind; new mums also need to come to terms with leaving their baby and the mixed emotions - including relief and guilt - that this can bring, as well as things like childcare expenses and potentially an unnecessary motivation to prove themselves more in their roles.
4. Ensuring a thorough understanding of entitlements
There's a real need for managers to be clear on employee entitlements to Emergency Dependents Leave, and to display a compassionate approach to sudden changes in circumstances. Consider the extra burden of childcare and homemaking that women still tend to bear comparatively to men; during the recent Covid school closure periods, women were shown to have shouldered two-thirds more childcare than men and are still overwhelmingly the go-to carer when children need to stay at home with sickness.
5. Educating employees about perinatal mental health
Antenatal depression, postnatal depression, postnatal anxiety and post-traumatic stress disorder are all relatively common conditions in new parents and can really diminish quality of life. The charity Tommy's has some useful articles on its website, like this one <https://www.tommys.org/pregnancy-information/after-birth/postnatal-anxiety>, which explains that postnatal anxiety can be more persistent and distressing than some other forms of anxiety. Symptoms that might indicate some form of mental distress include but are not limited to feelings of sadness, anxiety, guilt, intrusive thoughts, difficulty sleeping, and loss of appetite. Providing education and support for employees to help them recognise these signs and be aware of the risk factors is often helpful.
6. Giving access to mental health resources
Employers can provide access to mental health resources such as counselling, therapy, or employee assistance programs and signpost other sources of support. The PANDAS Foundation is another charity working in the field of perinatal mental health and a good place to signpost new parents to for further information.
7. Regular check-ins
Regular check-ins, both with new mothers and their counterpart parent, who may be worried and also in a position to benefit from help, can help identify any mental health issues and provide support and resources accordingly. Showing availability and openness and keeping a watch for signs that your employee is struggling with poor mental health are key.
8. Nurturing a supportive culture
Employers can create a staff culture that encourages open communication about mental health and wellbeing. Support groups, workshops, or training sessions that focus on mental health would be a positive addition to any company staff welfare offering, and ensuring clear pathways are in place for the expression of concerns can aid the sensitive assistance of anyone who is suffering.
As an employer, it is crucial to create a supportive workplace that can help new parents manage their mental health effectively and get past the hurdles of early parenthood with a full and happy life. By offering access to mental health resources, flexible work arrangements, regular check-ins, parental leave, and creating a supportive culture, employers can be strong allies to new parents, ultimately benefiting not only them but also the company, and the society as a whole.
Note: This article has focussed predominantly on difficulties relating to post-partum mothers, but it is important to recognise that any parent or carer can be affected by the stresses and demands of raising children and may also benefit from extra sensitivity and support from their employer.
For advice and support relating to maternal mental health and your obligations as an employer, contact Danton. We offer a free 30 minute, no obligation call to discuss your business.