8 Reasons Your Pregnant and New Parent Employees Are Leaving Your Organisation (And How to Stop It)

For employers, understanding employees leave at this time, and what can be done to prevent it, is key to creating a more inclusive and loyal workforce. Here are eight common reasons pregnant and new parent employees leave, and how PregnaHub® can be part of the solution.

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1. Lack of Flexible Work Arrangements

Traditional work structures can be incompatible with the needs of expectant and new parents. Many seek roles that allow remote work, flexible hours, or hybrid options to balance family responsibilities.

Solutions: Employers can offer flexible schedules and remote work options when they return to work. During pregnancy, access to PregnaHub® means they can fit birth and postnatal preparation into day-to-day life. It provides on-demand pregnancy yoga, relaxation sessions, and expert-led wellbeing resources to help parents maintain balance in their personal and professional lives.

📖 Research: A McKinsey study found that parents are increasingly prioritising flexibility, with many leaving jobs that do not accommodate family needs. (McKinsey, 2023)

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2. Insufficient Parental Leave Policies

Short or unpaid parental leave forces employees to return before they’re physically or emotionally ready, leading to burnout and turnover.

Solutions: Companies can retain employees by offering extended paid parental leave and supporting their return with PregnaHub’s postpartum recovery content, expert advice, and community support.

📖 Research: A study found that organisations with paid maternity and paternity leave see higher employee satisfaction and retention rates. (Innovative Human Capital, 2022)

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3. Pregnancy Discrimination

Pregnant employees often experience subtle (or not-so-subtle) bias, leading to exclusion from promotions, reduced responsibilities, or even job loss.

Solutions: Providing PregnaHub’s “Ask the Midwife” chat and e-learning library can help employees feel more informed and empowered to advocate for themselves, while employer-led inclusivity training can combat bias in the workplace.

📖 Research: Workplace pregnancy discrimination is linked to higher stress levels, postpartum depression, and negative birth outcomes. (Baylor University, 2020)

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4. Inadequate Workplace Adjustments

Without reasonable accommodations—such as additional breaks, ergonomic seating, or modified duties—pregnant employees struggle to maintain their health and productivity.

Solutions: Employers should offer wellbeing-focused resources like PregnaHub’s relaxation sessions and expert-led guidance on managing pregnancy symptoms while working.

📖 Research: Companies that provide workplace accommodations see lower absenteeism and greater employee engagement. (National Library of Medicine, 2022)

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5. Lack of Career Progression Support

Women often feel their careers stall once they disclose their pregnancy, with promotions and development opportunities deprioritised.

Solutions: Employers can actively support returning parents by offering coaching, mentorship, and access to PregnaHub’s expert-led sessions on work-life balance and career progression after having a baby.

The anonymous sign up also means employees can sign up early in pregnancy without the worry of announcing the pregnancy earlier than they would like to.

📖 Research: A study found that pregnant employees are often perceived as less committed, leading to reduced career development opportunities. (Florida State University, 2023)

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6. Workplace Culture Lacks Support

Returning to work after maternity leave can feel isolating, especially in environments that don’t encourage open conversations about parental challenges.

Solutions: PregnaHub’s moderated community offers a space for expectant and new parents to share experiences and seek advice, helping them feel less alone. Employers can also establish return-to-work programs and peer support groups.

📖 Research: A supportive work environment significantly improves job satisfaction and retention among new parents. (National Library of Medicine, 2023)

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7. High Childcare Costs and Limited Support

The rising cost of childcare is one of the biggest reasons parents leave their jobs, particularly when salaries don’t justify the expense.

Solution: Employers can offer childcare benefits, subsidies, or partnerships with childcare providers, while also supporting flexible working and access to PregnaHub’s expert-led content on the latest childcare options.

📖 Research: Companies that provide childcare support see lower turnover and higher job satisfaction among working parents.

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8. Health and Wellbeing Concerns

Pregnancy, birth, and postpartum recovery all come with physical and emotional challenges that impact workplace performance. Without support, employees may feel forced to leave.

Solution: Employers can offer PregnaHub’s wellbeing sessions, expert talks on postnatal recovery, and practical guidance on managing return-to-work challenges.

📖 Research: Providing holistic maternal health support reduces stress and improves overall employee engagement. (ACOG, 2018)

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Final Thoughts: Investing in Your Parent Employees Pays Off

By addressing these key issues, companies can improve retention, boost morale, and position themselves as industry leaders in employee wellbeing.

PregnaHub® is an invaluable resource for both employers and employees, offering expert-led support on everything from pregnancy health to navigating early parenthood while working.

Want to support your employees better? Learn more about integrating PregnaHub® into your workplace benefits today.

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