Why in news?
September 2025 saw widespread discussion around the challenges faced by women returning to work after childbirth. International Returning Mothers Day, observed on 10 September 2025, highlighted the need for supportive policies. Many women still leave the workforce permanently after maternity leave, prompting calls for systemic change.
Background and history
Indian women have long struggled to balance paid work with unpaid care responsibilities. The Maternity Benefit Act of 1961, amended in 2017, grants 26 weeks of paid leave for the birth of the first two children. Yet women spend around seven hours daily on household and caregiving tasks, and female labour force participation remains around 37 percent. Without supportive workplaces and social acceptance, career breaks often become permanent exits, causing a loss of talent and human capital.
Challenges faced by returning mothers
- Family expectations: Women are often expected to be primary caregivers. Lack of affordable childcare and unequal division of domestic work make returning to full‑time jobs difficult.
- Societal norms: New mothers face pressure to prioritise home life. Judgement from relatives and colleagues can create guilt for pursuing a career.
- Personal struggles: Post‑partum recovery and mental stress can erode confidence. Balancing breastfeeding, sleepless nights and office demands is exhausting.
- Organisational barriers: Employers may see maternity leave as a burden. Inflexible working hours, lack of crèche facilities and no structured reintegration mean mothers feel unwelcome.
Impacts on society and the economy
- Organisations lose experienced employees and incur costs to hire and train replacements.
- Reduced female participation lowers productivity and slows economic growth.
- Lack of diversity in leadership restricts innovation and perpetuates gender gaps.
Way forward
Improving reintegration requires coordinated action from government, employers and families:
- Align laws and policies: Fully implement the Maternity Benefit Act. Provide on‑site childcare, flexible working hours, remote and part‑time options.
- Build support systems: Encourage shared household duties. Expand public childcare facilities and breast‑feeding rooms in public places.
- Returnships and reskilling: Offer structured programmes to update skills and ease women back into the workforce after career breaks.
- Change mindsets: Run campaigns challenging stereotypes that mothers cannot be productive employees. Highlight examples of successful working mothers.
- Data and accountability: Track return‑to‑work rates and recognise employers who support mothers. Use metrics to drive improvement.
- Strengthen social security: Provide accessible health care, mental health support and family counselling to ease the transition.