Motherhood doesn’t hit pause the moment a woman clocks back into work. The resilience and grit of postpartum mothers often go unseen behind office doors and beneath professional deadlines. It’s high time we stop offering sympathy and start demanding real empathy — backed by meaningful, actionable workplace policies.
A mother’s strength doesn’t end when she leaves the delivery room; it starts there and resonates through every meeting she attends, every email she sends, every project she leads.
The Unspoken Struggles of Returning Mothers
I know a woman — bright, committed, and fiercely dedicated — who recently requested flexible working hours after returning from maternity leave. Instead of support, she was met with harsh words:
“The job market is tough. Flexible hours? Are you trying to use the women’s reservation card? If you can’t be available 24/7, expect to be shown the door.”
Her eyes filled with tears, but she held them back. At home, her baby was unsettled, refusing to eat, and her mother — the primary caregiver — was overwhelmed and distressed. Financial pressures mounted, yet she pushed through the chaos and delivered excellent work. Despite this, weekend work was demanded of her, too.
This isn’t an isolated story — it’s the reality for countless women across industries, from corporate offices to creative fields.
Why This Matters: The Science Behind the Struggle
Pregnancy and postpartum bring profound changes — hormonal shifts, physical recovery, sleep deprivation, and mental health challenges. Yet society expects women to ‘bounce back’ immediately and carry the weight of impossible expectations, both at home and work.
Studies back this up:
- Harvard Business Review reports that 83% of women would be more loyal to companies offering flexible work after maternity leave.
- The International Labour Organization found that only 38% of companies worldwide have formal flexible work policies for new mothers — a staggering gap.
What Needs to Change: A Call for Action
Businesses and governments must move beyond lip service and take concrete steps:
- Flexible Hours as a Right: Hybrid, part-time, and staggered schedules should be standard to ease the transition back.
- Postpartum Health Support: Regular health check-ups, mental health services, yoga, and meditation programs must be available.
- No Penalties for Flexibility Requests: Asking for accommodations is about dignity and survival, not special favors.
- Empathy Training for Managers: Educate leadership to understand postpartum realities, replacing skepticism with support.
- Government Enforcement: Legislate flexible work as a mandatory policy, not just an option.
Why Supporting Mothers is Good Business
Supporting postpartum mothers isn’t charity — it’s smart business. Healthy, happy employees bring increased productivity, loyalty, and innovation. Meeting organizational goals and supporting mothers aren’t mutually exclusive — they go hand in hand.
My Commitment to Change
At the upcoming Women Empowerment Meeting in Abu Dhabi, I’ll be raising this vital issue: the urgent need for flexible work policies post-maternity leave. I’ll share real stories and demonstrate how ignoring these needs is not just a moral failure — it’s a missed opportunity for sustainable growth.
To the mothers reading this: What policies matter most to you? Share your voice — I want to amplify it.
To organizations ready to make a difference: Reach out to me. Let’s collaborate on crafting policies that support women throughout every phase of life.
The Future is Flexible — For Every Mother, For Every Career
Today’s mothers are tomorrow’s leaders and change-makers — but only if we commit to standing with them now. It’s time to end silent suffering and implement the compassionate, flexible policies every mother deserves. No woman should ever have to choose between her baby’s cries and her career ambitions.
Let’s build workplaces that honor both.