World Health Day 2025: Why your business needs to be supporting working Mums  

Every year on 7th April, World Health Day gives us a chance to pause and reflect on the most pressing health issues facing people around the globe. This year’s theme – Healthy Beginnings, Hopeful Futures – puts the spotlight on maternal and newborn health, with the World Health Organisation calling on governments, healthcare professionals, and businesses to take real action to reduce preventable deaths and improve long-term support for women.

For businesses, it’s a timely reminder of the important role they play in supporting women through pregnancy, maternity leave, and their transition back to work. Women’s health isn’t just a ‘nice to have’ – it’s a workplace priority. When organisations genuinely invest in this, everyone benefits – from individual wellbeing to broader business success.

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Why maternal health matters

Maternal and newborn health is a global health crisis. Tragically, current estimates from The World Health Organisation show that:

• Close to 300,000 women lose their lives due to pregnancy or childbirth every year.
• 1.9 million babies are stillborn each year, and approximately 2 million babies die within their first month of life.
• At the current rate, four out of five countries won’t meet maternal health targets by 2030.

These figures highlight the urgent need for better maternal care, and workplaces must play their part in supporting this.  

Why workplace support for pregnant employees matters

In the UK, many women will experience pregnancy while in work, yet the support they receive can vary widely. Here are some staggering statistics that highlight the urgent need for change:

• Pregnancy discrimination is still a major issue – Research from the Equality and Human Rights Commission found that 77% of mothers say they’ve had a negative or discriminatory experience at work during pregnancy, maternity leave, or on their return.

• Thousands of women lose their jobs each year due to pregnancy – An estimated 54,000 new mothers in the UK feel pushed out of their jobs annually because of discrimination.

• Women’s health is often deprioritised – The workplace has historically been designed around men’s health needs, meaning issues like pregnancy, postpartum recovery, and menopause have often been overlooked. Fortunately, over the last few years, workplaces have started to prioritise and raise awareness about menopause and its impacts, but there is still a long way to go before all women’s health needs are fully addressed.

These figures send a clear message-employers must do more to support working mums and create environments where women feel valued, protected, and empowered throughout every stage of their pregnancy and return to work.

Risk assessments and workplace adjustments

Ensure all pregnant employees have a risk assessment in place and make any necessary adjustments to their work environment. This might include offering additional breaks, getting them a more supportive chair or desk, reducing manual handling, or allowing for remote working where possible.

Encouraging open conversations

Discussing a pregnancy can be daunting, particularly in male-dominated industries where working alongside pregnant employees isn’t as common. To ensure women feel comfortable, it is crucial to create a culture where employees feel comfortable discussing their pregnancy with their manager without fear of judgment.

Offering training to ensure managers are comfortable and confident in having these sensitive conversations can make a world of difference to employee wellbeing. It also enhances the managers’ skills and experience, creating a more supportive and effective workplace overall.

Flexible working options

During pregnancy, and on return from maternity leave, offering flexible hours, hybrid working, or phased returns can help employees manage hospital appointments and the transition back into work more smoothly.

Mental and physical wellbeing support

Pregnancy and early motherhood can take a huge toll on an individual’s mental and physical health, especially with the lack of sleep and hormone surges they might be experiencing. Having employee wellbeing initiatives in place, such as Employee Assistance Programmes (EAPs), access to occupational health, or mental health support, can make a significant impact.

A structured return-to-work plan

The transition back to work after maternity leave can be overwhelming. A structured plan that includes regular check-ins, keeping-in-touch days, and phased returns can help make the process smoother for both the employee and the business.

This World Health Day, take a moment to reflect-could your business be doing more to support working mums? Whether it’s reviewing your policies, training your managers, or implementing new employee wellbeing initiatives, small steps can make a big difference.