New Moms Need More than Just Time Off: The Case for Postpartum Benefits

As any new parent knows, bringing home a newborn is exhausting and overwhelming. But for many moms in particular, it can also be isolating and stressful, and lead to serious mental health issues like postpartum depression or anxiety. Companies that want to retain talent and support working parents through major life events would be wise to consider beefing up their postpartum benefits

The Baby Blues are Normal – But Not Always Harmless

Experts say most mothers - some 60-80% - experience what’s known as the “baby blues” soon after giving birth. This mild form of depression comes from factors like hormonal fluctuations, sleep deprivation, and the major life change that comes with having a baby. These feelings tend to last only around two weeks.

But when depressive or anxious feelings persist longer, it could be a sign of a more serious perinatal mood disorder. As many as 15% of mothers have postpartum depression, while estimates on postpartum anxiety vary from 11-21%. Postpartum psychosis, which requires emergency care, impacts between 0.089 to 2.6 mothers out of every 1,000.

Unlike the “baby blues,” postpartum depression and anxiety should not be written off as normal or harmless. Left untreated, these can negatively impact relationships and make it hard for parents to properly care for their infants. Tragically, postpartum complications factor into around 20% of all maternal deaths, according to the Centers for Disease Control and Prevention (CDC).

Destigmatizing Key to Getting Parents Help

Experts say shame and stigma surrounding maternal mental health issues pose significant barriers to families getting much-needed support.

Society paints a rosy picture of parenthood that glosses over its harsher realities. And admitting they feel regret, sadness or hopelessness can make struggling moms feel guilty or like “bad” parents. The disconnect between expectations and reality leaves many suffering in silence.

But early treatment is key to managing symptoms. Parents who notice persistent feelings of sadness, rage, hopelessness, or disconnection from their new baby should speak up. Their healthcare provider can connect them to therapy, support groups, or medication if appropriate.

Colleagues and friends have a role to play too. Checking in, encouraging breaks, and providing meals help lighten new parents’ loads. Employers can support access to treatment while emphasizing that time off is for the family, not just the mom.

New Parents Need Sleep and Flexibility

Lack of sleep factors into many postpartum struggles. But exhaustion comes with the territory when caring for a newborn on no set sleep schedule.

While extra sleep may not be realistic, employers can build in flexibility to help bleary-eyed moms and dads. Letting parents ease back into work with options like reduced hours, temporary work from home, or a more gradual ramp-up of responsibilities provides some much-needed breathing room.

Extra caregiving benefits allow moms and dads to tag team when one needs to take their baby to the pediatrician. Expanding leave policies - including for partners and adoptive parents - also demonstrates that time off is for bonding and supporting the whole family.

Support Postpartum Moms to Retain Talent

Some 85% of women become moms at some point in their careers. Which means employers have a vested interest in supporting them through all stages of the parenting journey: trying to conceive, pregnancy, postpartum, and beyond.

Losing experienced employees after they have a baby costs companies valuable institutional knowledge and talent. It also disincentivizes women from staying in roles long-term out of concern for worklife balance. Employers hoping to buck these trends should take an inclusive approach:

• Review parental leave policies to ensure all parents – birthing, non-birthing, adopting, surrogacy – have adequate paid bonding leave. The more gender-neutral this looks, the more normalized leave will become regardless of how one becomes a parent.
• Consider extending job protection beyond FMLA’s 12 weeks to allow new moms longer to heal and adjust before returning to work.
• Build in phased return-to-work options like temporary part-time or telecommuting. Give moms (and dads) time to get into a groove with childcare arrangements.
• Offer access to counseling, support groups, and wellness apps that address maternal mental health. Bring in experts to provide training or resources so parents know what signs to look out for.
• Have honest conversations about the transition back to work and realistic job expectations. Plans made pre-baby may need revisiting afterward.

In this issue:

This Just In ... What Medicare Part D Notification Requirement for Employers

New Moms Need More than Just Time Off: The Case for Postpartum Benefits

Court Halts FTC Non-compete Rule for Plaintiffs: A Win for Employers?

Family Fitness Is the New Frontier for Employee Wellness Programs

Enable Healing from Pet Loss with Thoughtful Bereavement Policies

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