The Motherhood Penalty

The Motherhood Penalty: What’s Really Going On?

The motherhood penalty is the term used to describe the disadvantages many mothers face in the workplace after they have children. It's not just about pay gaps, mothers face job loss, discrimination, and the constant struggle for flexible work hours. Unfortunately, these barriers often push mums out of the workplace, or at the very least, hold them back from advancing in their careers.

Key Stats and Facts

Let’s take a closer look at some of the hard hitting facts about the motherhood penalty and the struggles many mothers face:

Mums Losing Their Jobs

Around 74,000 mums each year lose their jobs during pregnancy or soon after returning from maternity leave due to pregnancy or maternity discrimination. Despite this being illegal, many women still feel that they have no recourse when it happens. Pregnancy-related dismissals have increased by 37% since 2016.

Denied Flexible Working

Despite the legal right to request flexible working, 40% of mums say their requests are turned down. Flexible working isn’t just a nice-to-have for many, it’s essential for mothers trying to balance family and work. Denying these requests makes it harder for mums to stay in the workplace or progress in their careers.

Fear of Asking for Flexibility

A staggering 1 in 4 mums worry that requesting flexible working hours will make them appear less committed to their job. This fear of being judged or passed over for promotions often prevents many mothers from even asking for what they need, even though it's their legal right.

The Pay Gap

The gender pay gap is already a well-documented issue, but it widens even further for mothers. Studies show that mums earn an average of £302 less per week than dads, meaning mums essentially work for free from 1st September each year.
The financial impact doesn't stop there. On average, mums lose around £65,618 in earnings by the time their first child turns five. The motherhood penalty in pay can often have lifelong financial implications.

Career Progression

Mothers often find themselves passed over for promotions compared to both their childless colleagues and fathers. Research from the Institute of Leadership & Management (2024) found that mothers are 27% less likely to be promoted than fathers, even when they perform equally well at work. Meanwhile, childless women are more likely to be promoted than mothers, even when there is no difference in their job performance or qualifications.

Being Pushed Out

After returning from maternity leave, many mothers report feeling left behind. 35.9% of women said they were sidelined or demoted while pregnant, on maternity leave or upon returning to work. 52% of working mums are dissatisfied with the support they receive from employers when returning to work. Mums feel overlooked for promotions, excluded from key projects, and unsupported by their colleagues, many eventually being pushed out the workplace.

How Can Employers Make a Change?

The good news is that change is possible, and it doesn’t have to be difficult. Employers can take key steps to create a workplace culture that truly supports working mums and fosters inclusivity for all employees. It’s about creating a fair, flexible, and supportive environment that helps everyone thrive, regardless of their parental status. Here’s how employers can get started:

1. Support a Smooth Return to Work

2. Close the Pay and Promotion Gaps

3. Train Managers on Inclusivity

Display Clear Workplace Policies

5. Encourage Feedback

6. Show Your Family-Friendly Values

7. Request MumStamped Data

8. Celebrate Supportive Employees

The Motherhood Penalty

Working Together to Make a Difference

When mums are supported, studies show they’re more engaged, productive, and committed to their work. In fact, research has found that companies with supportive policies for working parents see improved employee retention, higher productivity, and a more positive company culture. It’s a win for the company all around!

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