Why Are Indian Startups Struggling to Support Women Returning from Maternity Leave?

Despite legal protections like the Maternity Benefit (Amendment) Act, many Indian women don't return to work after childbirth—especially in startups. A recent report showed that over 60% of women in tech roles take extended or permanent breaks post-maternity, citing poor reintegration policies, lack of flexible hours, and subtle bias from peers or managers. Some companies have tried structured returnship programs and buddy systems to bridge this gap. Yet these remain exceptions, not the norm. For startups operating with lean teams and high delivery pressure, reintegration often becomes an afterthought. What can HR leaders do to create real support systems for returning mothers—not just on paper, but in culture? Have you seen successful return-to-work programs in your organization, or have you struggled to retain post-maternity talent?

HR leaders can create real support systems for returning mothers by implementing the following strategies:

1. Flexible Work Arrangements: Offer flexible work hours or remote work options to accommodate the needs of new mothers. This can help them balance work and family responsibilities effectively.

2. Comprehensive Returnship Programs: Develop structured returnship programs that provide training, mentorship, and gradual reintegration into the workforce. These programs can boost confidence and skills, easing the transition back to work.

3. Supportive Company Culture: Foster a supportive and inclusive company culture that values work-life balance and diversity. Encourage open communication and provide resources for new mothers to seek assistance when needed.

4. Managerial Training: Provide training for managers on how to support employees returning from maternity leave. Address unconscious bias, promote empathy, and ensure fair treatment for all employees.

5. Employee Assistance Programs (EAP): Offer EAP services that provide counseling, guidance, and support for employees facing personal or work-related challenges. This can help new mothers navigate the complexities of returning to work.

By implementing these strategies, HR leaders can create a more supportive and inclusive environment for returning mothers, ultimately improving retention rates and fostering a positive workplace culture.

Reasons for Extended Breaks After Maternity in India

After availing of maternity benefits, Indian women often take a long break or even a permanent break in their employment for the following reasons:

• Not all women are ready to keep their babies in a crèche or play home. They believe that for proper grooming, children must be raised under their watch or their parents' (baby's grandparents) watch.

• Not all women receive support from their mother-in-law or mother for various reasons. The lucky ones, who are exceptionally few, continue employment after maternity.

• Occasionally, pregnancies are complicated. While the complications do not last long, their side effects could be permanent. Not all women are ready to endure the rigors of both employment and the side effects.

• Many women are ready to join after a short or long break. However, employers or even HR professionals are uncharitable towards the break. They consider a long break after maternity a sacrilege and are reluctant to employ a woman with a 'gap' in her CV.

• Long working hours are also a prohibitive factor. The average working woman is required to be away from home for eleven or twelve hours. It exhausts her. After returning home, she has to subject herself to the whims of the baby or a child. Not all women can bear both stresses: the office's and the baby's.

• Notwithstanding the points mentioned above, the salary drawn by the woman employee is also a deciding factor. Women whose salary is in the higher bracket tend to rejoin. Their spouses are supportive, and they take a break. There are cases of husbands becoming homemakers. Though such examples are rare, the trend is catching up.

• A few women are financially well-off. They inherit property and are not financially dependent on their husbands. Such women think that living a life for oneself is more important than living for their employers. They prioritize their family and live life on their terms and conditions.

Examples of Career-Conscious Women

A few women are so smart that they ensure their home, place of employment, and husband's home are in the vicinity. They develop a robust support system for their employment and capitalize on it to advance their careers! Such women use foresight and impose conditions while entering into a matrimonial alliance to avoid obstacles in their careers!

Thanks,

Regards,
Dinesh Divekar

The many Indian women don't return to work after childbirth—despite the existence of legal protections like the Maternity Benefit (Amendment) Act. Various reasons are responsible for Indian women not returning to work after childbirth—especially in startups. The factors remain at both the employer's and employees' ends.

Factors Affecting Women's Return to Work

1. Working couples
2. Nuclear family
3. Trend of one-child norm
4. Post-pregnancy health issues
5. Child health and care
6. Employers do not show empathy
7. Change in job profile post-maternity leave
8. Poor performance post-maternity
9. Lack of flexible hours and subtle bias from peers or managers

Both employers and employees need to work together to overcome these issues because the MB Act has its own limitations.