Working moms are powerful contributors to today’s workforce. But balancing career and family? That’s no easy task. Employers who actively support working mothers create a more productive and engaged workplace. The best part? These changes benefit everyone, not just working mothers.
March is International Women’s Month, making it the perfect time to assess workplace policies and take meaningful steps to support working moms. Even small adjustments can make a big impact. Here’s a simple checklist to help your business become a place that attracts and retains top working-mom talent.
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For a working mom, juggling job requirements with family responsibilities is an enormous, ongoing challenge. Research shows that the percentage of women choosing to stay home with children is increasing, in part because of a need for greater flexibility. Companies that provide flexible work arrangements have a better chance of keeping working moms in the fold.
Flexibility can look different from company to company. A business might, for instance, allow a mother to attend a school program or take a child to the doctor during the workday and make up the missed time beforehand or after. Offering flexibility in a way that meets the needs of your working-mom team members can be a game-changer, allowing them to thrive both at work and at home. Options include:
Giving moms the choice to work entirely remotely or in a hybrid setup can simplify their lives. Less commuting means more time with family up until and right after work hours, and usually results in an increase in productivity.
A well-structured remote policy helps ensure working moms stay connected and engaged in a workday arrangement that also fits their personal and family needs.
One mom’s family schedule doesn’t necessarily look like another’s. While a traditional 8-to-5 might fit one mom’s lifestyle perfectly, another might struggle to get children to school and still make it to the workplace on time.
Allowing flexible start and end times helps moms manage school drop-offs, doctor’s appointments, daycare pickup deadlines and other family needs without added stress. Businesses that offer this option often experience higher employee morale and better retention rates.
Evaluating employees with a greater emphasis on performance than on hours worked empowers working moms – and all team members – to manage their time effectively while still fulfilling the responsibilities of their jobs and meeting business objectives.
A solid parental leave policy shows employees you value their well-being. Giving parents the time they need to adjust to life with a new baby benefits both families and businesses. Parental leave policies that are meaningful to working moms could include:
Moms who have given birth need time to recover, and all new parents need time to bond with their babies or adopted children without added financial stress. Offering extended, paid parental leave allows any new mom your company employs to focus on her health and family before transitioning back to work.
Supporting working moms also means encouraging shared parenting. Paid parental leave that includes new fathers allows these dads to be more involved when a new baby arrives at home.
Jumping straight back into work can be emotionally overwhelming for a new mother. Easing this transition with part-time schedules, job-sharing or phased return plans helps moms adjust without feeling torn between work and family.
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Returning to work after having a baby comes with unique challenges, and employers can make this transition smoother with simple but effective support, including:
Allowing reasonable breaks ensures working mothers can pump comfortably without feeling rushed – and it’s required by the Fair Labor Standard Act’s PUMP Act amendment.
The Pregnant Workers Fairness Act requires that companies provide space for nursing mothers to pump at work. A designated lactation room with privacy, seating, outlets and refrigeration for breast milk storage is essential so that new moms don’t have to pump in restrooms, cramped spaces or areas where someone might inadvertently walk in.
Working while caring for a newborn – or raising children of any age – can create emotional upheaval. Working moms often feel they’re not fully succeeding either at the office or at home. Providing access to counseling, wellness programs and mental health support helps moms manage both work and home life with confidence.
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Motherhood should never hold women back from being able to achieve career success. Businesses that actively help working moms grow professionally benefit from those women’s loyalty and engagement. Ensure that your company offers:
Parental leave, flexible schedules and other support provided to working mothers should not derail their opportunities for promotions or professional growth. Employers must ensure that performance evaluations are fair, that contributions – beyond just time spent in the office – are recognized and that working moms are not held back from promotions or more challenging assignments.
Offer mentorship, leadership training and growth opportunities to help working moms improve their skills and advance in their careers while they also balance family responsibilities.
Great benefits show all employees that their well-being matters and the company cares about them as people. Providing family-friendly perks – like a company social event to which employees’ spouses and children are invited – can boost retention and job satisfaction, as well as creating a stronger sense of camaraderie between employees and management. Other perks could include:
Consider offering childcare subsidies or partnering with childcare providers to help ease the financial burden on working parents.
To support both moms and their children, health benefits could include maternity care and health insurance that covers families.
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A truly family-friendly workplace is built on a culture of support, empathy and understanding. To support working moms:
Leadership should be equipped with the skills to offer flexibility, empathy and fair career opportunities for mothers who are balancing work and family.
Make it clear that employees can feel safe and comfortable discussing their challenges and needs. Encouraging open dialogue helps build a supportive environment where moms feel valued.
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Supporting working moms isn’t just good for families – it’s also good for business. Companies that invest in supporting mothers in their workplaces experience higher retention, improved productivity and a happier workforce. Now is the time to assess your workplace policies and start making meaningful changes.
Need help creating a more family-friendly workplace? Axcet HR Solutions offers expert employee relations guidance as part of our comprehensive PEO services. We can work with your leadership to build a better, more supportive workplace – because when working moms thrive, everyone benefits.