The Mum Economy: Why Supporting Mothers is Good for Business

Returning to work after parental leave is a major milestone in a mother's career. It's a time filled with change and adjustment, and without the right support, it can be pretty stressful. 

From juggling childcare arrangements to rebuilding professional confidence, working mothers face unique challenges that can affect their wellbeing, career growth, and overall job satisfaction.

As we celebrate International Women's Day, it's a great opportunity to think about how workplaces can better support mothers and make real strides toward equality. Currently, there's a significant gender gap in workforce participation—about 72% of men are active in the labour force, compared to just under 47% of women.

Many mothers eager to return to work struggle to find roles that offer the flexibility, understanding, and resources they need to thrive. Without meaningful change, we risk losing talented professionals, which impacts not just individual careers but also revenue growth and industry competitiveness. 

In this blog, we'll explore the challenges women face when returning to work and what businesses can do to support them. Plus, we'll share insights from our recent Wellhub x Baby2Body webinar, where Melinda Nicci, founder and CEO of Baby2Body, discusses why she partnered with Wellhub and shares practical advice for both working mothers and businesses on how to support women through fertility, pregnancy, and postpartum.

The Challenges Women Face When Returning to Work Post Maternity Leave

While stepping back into regular office hours might affect mothers differently, there are a few common pain points that often crop up:

Balancing Personal and Professional Responsibilities

Returning to work isn’t just about showing up at the office, it’s about figuring out a whole new rhythm where career and parenthood overlap.

Mothers often feel like finding time for work, childcare, personal health, and their relationship all at once can be overwhelming, leading to stress and burnout if the right support systems aren’t in place.

The Emotional and Mental Load

Returning to work after parental leave can be an emotional rollercoaster—guilt, anxiety, uncertainty, moments of relief and the pressure to "do it all" are all too common. 

Many mums feel they have to prove they’re even more committed to their careers than before, while also being fully present at home. This kind of expectation isn’t just unrealistic—it can seriously impact mental health.

Navigating Workplace Expectations

Workplace culture makes a huge difference in how smooth (or stressful) the transition back to work is. Are there flexible working options? Is there an unspoken bias against taking time off for family commitments? 

Without supportive policies in place, many women find their career progression stalls—or, worse, they feel pushed out entirely.

Physical and Mental Wellbeing

Postpartum recovery doesn’t end when maternity leave does. Many mothers return to work while still dealing with fatigue, hormonal changes, and the physical effects of childbirth. 

It can take up to 18 months postpartum for women to fully recover from childbirth. Yet, few workplaces actively support maternal wellbeing beyond the first few months. That gap can make it even harder to balance work, health, and home life.

Why Supporting Mothers is Good for Business

Supporting mothers returning to work isn't just the right thing to do, it's a smart business move. Here's why:

1. The Business Case for Supporting Mothers

Reduced Turnover and Increased Retention: When companies support returning mothers, they see higher retention rates. Take Patagonia, for example, they boast a 95% retention rate among its working mothers, thanks to comprehensive benefits and support programs.

Enhanced Productivity and Employee Satisfaction: When employees feel supported, they’re happier, more productive, and less likely to burn out. When stress levels peak, it costs companies more. According to our ROW report, burnout consumes 20% of payroll budgets, turning stress into a multimillion-pound headache.

2. The Mum Economy

Economic Growth: Women play a crucial role in the economy. If women participated in the economy identically to men, it could add up to $28 trillion to annual global GDP by 2025. When companies make it easier for mothers to stay in or return to work, it’s not just good for them, it’s good for business and the economy at large.

Profitability Through Diversity: Companies with diverse leadership teams don’t just look good on paper, they outperform competitors in profitability by 21%. More women in leadership means better decision-making, more innovation, and stronger business performance overall.

3. Fostering Loyalty and Advocacy

Enhancing Brand Reputation: Companies that genuinely support working parents build a reputation people trust. A survey of 3,000 working parents found that 29% reported feeling very stressed, with 32% of women and 26% of men experiencing high-stress levels—highlighting the urgent need for workplace flexibility and well-being initiatives.  Businesses that prioritise this don’t just attract talent—they stand out as places where people actually want to work.

Employees as Brand Advocates: When mothers feel genuinely supported, they don’t just stay—they spread the word. Employees who feel valued become natural advocates, drawing in like-minded talent. A positive, inclusive workplace doesn’t just boost engagement and collaboration, it turns employees into your best recruiters.

4. Access to a Broader Talent Pool

Tapping into Skilled Talent: Many mothers are eager to return to the workforce but struggle to find roles that accommodate their needs. In the UK, approximately 85% of working mothers have struggled to find suitable employment due to childcare pressures, leading some to turn down promotions or leave their jobs altogether. That’s a massive pool of skilled professionals being overlooked.

Attracting Better Candidates: For many working parents, flexibility and support matter more than salary alone. Companies that offer family-friendly policies and a culture that values work-life balance stand out in a crowded job market, attracting and keeping top talent who prioritise wellbeing just as much as compensation.

Practical Strategies for Employers to Support Mothers Returning to Work

Creating a workplace where working parents can thrive doesn’t have to be complicated. Here are some simple but impactful ways businesses can make a real difference:

• Flexible Work Options – The ability to balance career and family life starts with flexibility. Whether it’s remote work, flexible hours, or hybrid models, giving mothers more control over their schedules helps them stay engaged and productive without feeling stretched too thin. For many parents, even small adjustments—like the ability to start later to accommodate school drop-offs or having the option to work from home on certain days can make a huge difference. 

• Wellness & Mental Health Support – The transition back to work isn’t just logistical—it’s deeply emotional and physical. Giving employees access to mental health resources, fitness guidance, and emotional support to help them stay balanced. This is where holistic wellness solutions come in. Whether it’s guided fitness plans tailored for postpartum recovery, mindfulness tools for stress management, or AI-driven coaching that offers real-time support.
• Parental Leave & Smooth Returns – Implementing a gradual return-to-work program, where employees ease back into their responsibilities with phased hours, additional check-ins, or mentorship support—can make all the difference. Companies can also offer structured wellbeing programs that help mothers transition back into full-time work in a way that feels supportive.

• A Truly Inclusive Culture –  workplace culture is what determines whether a company truly supports working parents. A culture where open conversations about work-life balance are encouraged, where taking parental leave isn’t seen as a career setback, and where flexibility isn’t just an afterthought but a core value, creates a more engaged and committed workforce. The more companies embrace a people-first approach, the more they retain top talent and build workplaces where employees feel valued, not just as professionals but as whole individuals.

How Wellhub and Baby2Body Support Working Mothers

At Wellhub, we’re all about making wellbeing work for everyone, no matter what stage of life they’re in. That’s why we’re so excited to team up with Baby2Body, the #1 pregnancy and postpartum wellness app, to give mums the support they need—when trying to conceive, during pregnancy and postpartum. 

What This Means for Employees:

Personalised wellness support – From pregnancy to postpartum, Baby2Body offers expert-backed fitness programs, nutrition guidance, and emotional support.

24/7 AI wellness coach ‘Bella’ – A real-time, compassionate AI coach that provides personalised advice and solutions for every step of the motherhood journey.

Seamless access through Wellhub – Employees can now easily integrate Baby2Body’s resources into their daily routines, helping them to better manage their health while balancing work and family life.

Watch the Webinar: Expert Insights from Baby2Body’s Founder, Melinda Nicci

For a deeper dive into these challenges—and the solutions that can help mothers thrive at work—watch our recorded Wellhub x Baby2Body webinar.

What you’ll learn:

• What's the main concern women face when returning to work, and how does Baby2Body help address it?
• Practical advice for working mothers on building confidence, managing fatigue, and prioritising self-care
• How businesses can provide practical support and inclusivity for women throughout their motherhood journey
• How Baby2Body is leveraging AI to support individual demands in a personalised way for the 6 million women on their motherhood journey.

At Wellhub, we believe that supporting working mothers shouldn't just be a perk—it’s a necessity for building better businesses, healthier workplaces, and a more inclusive future.

Want to learn more? Explore how Wellhub is transforming workplace wellness for every employee.