Maternity leave has been the gold standard of support within the workplace for new mothers for decades. In India, the 2017 Maternity Benefit (Amendment) Act provided paid maternity leave of 26 weeks – an essential step toward the recognition of the needs of childbirth and initial childcare. Maternity leave, however, does not cover the range of support that a woman might require to return to the workplace following childbirth.
Returning to work postpartum isn’t only a logistical hurdle; it’s a physical, emotional, and psychological transition that needs compassionate infrastructure. As we strive to make workplaces more welcoming, it’s time we shift the discussion away from how long maternity leave lasts and toward building an ecosystem that supports long-term care for postpartum women.
The Hidden Burden of the Fourth Trimester
While the pregnancy experience and childbirth attract medical and social attention, the postpartum phase, referred to as the ‘fourth trimester,’ goes unnoticed. This period, lasting weeks and months following birth, is characterised by intense physical healing, hormonal fluctuations, sleep deprivation, and emotional turmoil. Most women face symptoms of postpartum depression, back pain, pelvic floor dysfunction, and breastfeeding challenges.
Going back to work weeks or months after giving birth, particularly without a strong support structure in place, can result in burnout, disconnection, or even workforce loss. A 2023–24 government report highlighted domestic responsibilities as one of the primary reasons women are out of the workforce, with 43.04% citing childcare and homemaking as key barriers. This is not merely a gender equality challenge; it’s also a business concern that impacts productivity, retention, and institutional expertise.
What Does Postpartum-Friendly Infrastructure Look Like?
To actually empower women in the workplace, organisations need to reimagine the office as an environment that is attuned to and sensitive towards postpartum realities. This includes:
1. Dedicated Lactation Rooms
Breastfeeding assistance is one of the most urgent requirements after coming back. Employers must provide safe, clean, and private lactation areas that have comfortable seating, refrigeration, and access to electricity. Without this, breastfeeding mothers are obliged to pump in washrooms or storage rooms, hardly settings that foster dignity or wellness.
2. On-site or Near-site Childcare Centres
Access to child care is crucial for a seamless reentry to work. Whether in the form of in-office child care facilities, arrangements with professional crèches, or subsidies for off-site child care arrangements, employers need to bridge this gap. The child’s proximity allows for easier breastfeeding and reduced anxiety.
3. Flexible Work Arrangements
Strict timetables are a turn-off for new mothers who are juggling sleepless nights and erratic routines. Flexi-hours, blended work arrangements, and part-time return streams can make this transition much smoother. It provides mothers with room to adjust without suffering professionally.
4. Mental Health Support
Postpartum depression and anxiety are prevalent but stigmatised. Firms should provide access to counsellors, therapy sessions, and employee assistance programs with a focus on maternal mental health. Manager sensitisation is also crucial to ensure access to these without fear of judgements.
5. Physical Recovery Support
Inclusion of physiotherapy, nutrition counselling, and postnatal medical consultations in the employer-paid employee health insurance package or through corporate wellness initiatives can reduce recovery periods and enable women to go back to work confidently.
The Role of Leadership and Culture
It’s not policies that build welcoming workplaces – it’s people. Leadership has to visibly advocate for postpartum inclusivity, not through HR documents but through behaviour. This means normalising motherhood discussions, encouraging men to take paternity leave, and celebrating varied career paths.
Peer support systems, returning mothers buddy schemes, and policy review loops for learning also help a great deal in developing an environment that is inclusively robust. More importantly, managers have to be trained to be flexible without making women feel they are receiving special treatment or are less dedicated to their jobs.
Looking Ahead
As India’s corporate ecosystem evolves, so does its gender-inclusive policy approach. Supporting postpartum women is not only about ethics; it’s about workforce sustainability. When we invest in infrastructure supporting working mothers, we keep talent, foster loyalty, and build a workplace culture celebrating life’s full arc, and not just its most productive slices. Going back to work after childbirth is not a return to normal; it’s a redefinition of normal. It’s time we make sure redefinition is responded to with dignity, infrastructure, and unyielding support.
About the Author
Dr. Gowri Kulkarni is the Head of Medical Operations at MediBuddy. She is a highly accomplished and dynamic healthcare professional with a distinguished career spanning 17 years. She has extensive expertise in family medicine, doctor training, doctor engagement, quality assurance, policies and processes, and implementation of health tech solutions.