Employers: Here’s what you need to know about supporting pregnant employees

Did you know that women make up 57.6% of the US workforce? As an employer, you can collaborate with your health insurer to support this population through maternal health resources.

For example, mental health is a significant concern when it comes to maternal health, both during pregnancy and afterward. By understanding the full continuum of women’s health in the workplace, employers can empower employees to live healthier lives while also supporting retention efforts.

Mental health

Research suggests about 7% to 9% of pregnant people in high-income countries such as the United States have depression during pregnancy. Even though depression is relatively common during pregnancy, many at risk don't receive any type of treatment.

Those with a history of psychiatric illness can be particularly vulnerable, especially if they must discontinue medication due to pregnancy. For example, one study looking at 82 pregnant women found much higher levels of relapse for depression among those who stopped their antidepressant medication.

Making sure that mental health support is available during pregnancy is crucial, even if a pregnant employee doesn't use the benefit right away or utilizes mental health services for postpartum issues.

Additionally, mental health issues may be more pronounced within certain groups:

• Up to 40 percent of Black women experience maternal mental health symptoms, which is nearly twice the rate of all women; about half of Black women do not receive any support or treatment.
• About 23 percent of preventable maternal deaths are due to mental health factors, including substance use disorder; mental health conditions were the leading cause of maternal death for Hispanic women.
• Rates of postpartum depression and anxiety disorders related to pregnancy tend to be higher in LGBTQ+ families.
• Up to 54 percent of Latinas and up to 28 percent of Black women have been found to experience perinatal depression; while depression and anxiety are common during pregnancy in general, these are experienced at higher rates among women who are racial and ethnic minorities.

What employers can do: Talk about mental health access in the workplace. Publicize your behavioral health offerings and encourage your employees to utilize them.

Healthcare disparities

According to the American College of Obstetricians and Gynecologists, the maternal mortality rate is three times higher for Black patients than white patients. Data shows that improving maternal and newborn health is especially important in reducing health disparities.

Employers can offer resources that provide additional support during pregnancy and postpartum. Maternal health solutions can provide on-demand pregnancy, postpartum, and loss​ support. Additional support resources may include:

• Health screenings: Checking for conditions like gestational diabetes, anemia, infections, and chromosomal abnormalities
• Family planning and contraception: Helping individuals plan pregnancies and understand fertility
• Nutritional support: Guidance on diet, supplements, and weight management
• Mental health support: Identifying and addressing anxiety, depression, or other concerns during or after pregnancy
• Pain management: Options such as epidurals, breathing techniques, or alternative therapies
• Emergency care: Handling complications like hemorrhage, fetal distress, or preterm labor
• Support services: Doula or midwifery support and partner involvement.
• Physical recovery: Managing healing from childbirth, cesarean wounds, or pelvic floor issues
• Breastfeeding support: Education and assistance with nursing challenges
• Parenting support: Guidance on infant care, bonding, and sleep

What employers can do: Educate your employees about health inequities and disparities that disadvantage populations while offering solutions that support equality.

Pregnancy loss

Research shows that a multi-disciplinary, family-oriented approach should be implemented to address intense grief resulting from miscarriage, IVF loss, stillbirth, and infant loss, especially since these losses can lead to depression, anxiety, and post-traumatic stress.

The pregnancy journey can be a rollercoaster of emotions, challenges, and changes. Finding the right support during these crucial phases is essential for overall well-being, especially considering research shows that one out of every four women will experience a pregnancy loss. It can often be difficult for those individuals to discuss physical and emotional reactions with their employer, especially if the employer doesn’t offer miscarriage leave.

That’s why employers should evaluate existing policies and determine what needs to be changed or added. Having a pregnancy-specific bereavement policy in place can support your employees if they experience a loss or birthing complication. While miscarriage leave hasn’t typically been an employee offering, more employers are re-evaluating and adding this to their employee benefits. This emerging trend has been prompted by employees who expect more support from their employers. 

What employers can do: Evaluate your pregnancy-related offerings and make sure that pregnancy loss and infertility support are included.

Learn more about how employers can provide solutions that support the full spectrum of employees’ healthcare needs.