Understanding Maternal Mental Health in the Workplace

This year’s Maternal Mental Health Week theme, set by the Perinatal Mental Health Partnership (PMHP), is ‘your voice, your strength’ as they focus on supporting women to find their voice, even when it feels like no one is listening.  

What do we mean by Maternal Mental Health? 

Maternal mental health refers to the wellbeing of women before, during and up to two years after childbirth, often referred to as the ‘perinatal period’.  

In the UK, at least 1 in 5 women experience mental health problems during pregnancy and after birth. These issues can include anxiety, depression, OCD, PTSD, and eating disorders, as well as post-natal depression.  

Despite its prevalence, 70% of mothers conceal their mental health struggles by  underplaying or hiding the severity of what they are experiencing. This is due to barriers faced when accessing support, stigma, discrimination and a lack of understanding.  

Maternal Mental Health in the Workplace  

Returning to work after having a child is a huge transition, and can often be a significant source of stress for new mothers. Facing the realities of work responsibilities while balancing the demands of parenthood can exacerbate mental health issues. However, add an unsupportive employer or in-flexible policies into the mix, and the transition back to work becomes much more difficult.  

Employers play a critical role in supporting maternal mental health. So much so, that 30% of working parents have considered leaving their job due to insufficient family-friendly or flexible policies. Untreated maternal mental illness costs the UK £8.1billion each year, and a lack of understanding in workplaces surrounding maternal mental health could be contributing to this by preventing women from accessing the support they need.  

Strategies for employers  

Employers and managers can play a pivotal role in supporting the mental health of mothers in their teams. Here are some actionable steps that can be taken: 

1. Cultivate a supportive workplace culture with open communication and accessible support resources. 
2. Implement flexible policies which support parents as they return to work and helps them to balance the demands of their personal and work life.  
3. Educate yourself and provide awareness training for managers and staff to be able to recognise the signs that somebody may be struggling and understand how to appropriately support affected employees.  
4. Initiate regular wellbeing check-ins throughout parental leave, and after employees have return to maintain support and reduce isolation.  

Your Voice, Your Strength 

Whether its during pregnancy, after childbirth, or months after returning to work, your voice as a mother can be powerful in breaking down stigma and being able to access support. Your experiences are valid, you are not alone, and help is available: 

1. Talk to someone you trust, whether it's a colleague, friend, manager or family member.  
2. Don’t downplay your experiences. The transition into parenthood is difficult and unique for everyone, sharing your story and seeking support doesn’t diminish your abilities as a mother.  
3. Make the most of resources available to you. If you’re unsure on what support your workplace offers – ask; and if it’s not quite right, request the support you need.  
4. Be honest with your GP or health visitor. 
5. Consider joining local and online support groups for connection and solidarity.  

Maternal Mental Health Week is a call to action for mothers to know that if they are feeling overwhelmed or unheard; their voice is powerful, and help is within reach. But it’s also a reminder for employers to create a workplace culture where motherhood and mental health are respected, supported and normalised.  

For further information about how Rightsteps can support your organisation, click here.