This week marks Maternal Mental Health Awareness Week, a week-long campaign dedicated to talking about mental health problems before, during and after pregnancy. Here, Natasha Cole takes a look at some of the challenges women may face and how employers can support employees going through maternal mental health challenges.
Article / 6 May 2025
Maternal mental health awareness week: supporting employees
Insight shared by:
The addition of a new child to the family is, of course, a joyous occasion, but that’s not to say it doesn’t come with its own set of challenges – you are, after all, responsible for the 24/7 care of a new baby who is reliant on you for everything.
As a new mother myself and having heard the experiences of so many other mothers at various baby groups, it is clear that everyone’s journey is unique to them.
The mental health struggles for some women begin before they are even pregnant. The most obvious issue here would be when a couple who are trying for a baby are struggling to conceive, which can bring with it a lot of emotions. Couples struggling to conceive can feel helpless and hopeless which can have a detrimental impact on their relationship, and therefore the mental health of the couple.
These mental health issues can also impact those who are not even thinking about having a baby. “So, when are you thinking about settling down and having kids?” is a common, and totally inappropriate, question many single women will hear, whether from friends, family or colleagues. These questions can be quite triggering for some women and can make them feel like they’re not where they should be in their lives. Everyone is on their own journey, and not everyone has the same goals to settle down and have a family.
Pregnancy itself can be an emotional rollercoaster in so many ways. During pregnancy, women’s hormones fluctuate significantly so they may experience mood swings, feel emotional, be forgetful, and/ or become easily irritated. Some may have to deal with nausea or ‘morning sickness’ which has a huge impact on how they feel and are able to cope with normal day-to-day life – including work.
As expectant mothers near the end of their pregnancy there is of course maternity leave, which allows mothers time off to look after and bond with their baby. Whilst from the outside it may look like maternity leave is an enjoyable experience to spend time with a new baby it is not always as simple as that.
Talking from experience, when I became a parent for the first time, I found the ‘fourth trimester’ (i.e. the first three months post-partum) incredibly tough. As a ‘Type A’ person who thrives on structure and organisation, I quickly learnt that newborns don’t really work in that way. My fixation on wake windows coupled with a FOMO (Fear Of Missing Out) baby who masked his sleepy cues, meant I would go days with an overtired and overstimulated baby who refused to sleep (meaning I also never slept). The age-old saying “sleep when the baby sleeps” was entirely unhelpful. I was also dealing with the physical recovery after requiring an operation post-birth, and as an added extra, my baby’s birth was smack bang in the middle of the June 2023 heatwave – not the best time to have a mini radiator stuck to you!
There is a societal belief that you’re constantly on cloud nine after becoming a new parent, and you’re ungrateful if you don’t feel like that. But now having been through it, I can honestly say that those first three months were simultaneously the happiest I’d ever been and the lowest I’d ever been.
The journey women go on from planning for a baby through to becoming a mother can be long, stressful and emotionally draining at times – most of the time during which they may still be working. Here are a few top tips on how employers can support women who may be struggling from maternal mental health challenges.
Offer counselling to employees – Many employers now have free and confidential counselling services available to staff, so if an expectant or new mother (or other parent) is struggling with things, they have a professional to speak to.
Support group at work – If you notice an expectant mother or a recent returner from maternity leave is struggling in the workplace, look to see whether other mothers who have been through similar experiences can offer them support and reassurance.
A comfortable work environment – Some mothers may return to work (or attend keeping in touch (KIT) days) whilst they are still breastfeeding. Therefore, ensuring that there are safe spaces at work where an employee can express milk, such as a meeting room that can be locked or booked out, will make her feel more comfortable. Signposting these facilities before the employee returns can avoid her having to raise it directly with her line manager, removing any possible discomfort or concern.
Regular check-ins – Keep in regular contact with the employee during their maternity leave, which will allow them to remain connected to their job and their colleagues, whilst also giving them some grown-up conversation during the day which may be missing if they’re at home alone with the baby. It’s best to agree on the extent to which the employee wants to be kept informed prior to the maternity leave starting, as ultimately it shouldn’t be a requirement that they have to stay in contact if they don’t want to.
Offer flexible working arrangements – Once they return from maternity leave, it is a good idea to offer an employee the option of a flexible working arrangement at the beginning to allow them a more seamless transition into balancing motherhood and working. However, how they wish to return – whether full or part time – is a decision for them.
We have also produced a dedicated article on supporting employees who unfortunately suffer baby loss which may also be useful for employers.