Maternity health coverage: how to support parents pre-partum, post-partum, and beyond

Providing employees with additional care during early parenthood isn’t just important for new families – it’s beneficial for businesses, too.

For any new parent, navigating the ‘new normal’ of life with a baby can be one of the most intense yet rewarding periods. However, between the transition back to work, managing childcare and balancing an old professional and new personal identity, the challenge multiplies for even the most prepared of working parents.  

This is where a supportive, engaged employer can make a real difference. By helping new parents return to work, a business can not only fulfill its duty of care, but also enhance employee satisfaction, boost retention, and even improve talent acquisition in the long term.

So, how can an employer best help new parents within its teams? And what steps can be taken to make the workplace a more inclusive space for working parents, in the pre- and post-partum stages, and beyond?

Maternity health coverage in the GCC: the landscape today

In recent years, governments across the GCC have implemented further maternity laws to increase protections and privileges for female workers in the private sector. 

For example, in the UAE’s federal government, a full-time female employee is entitled to three months’ maternity leave at full salary. Male employees are entitled to five days of paid paternity leave. Additional laws and regulations also vary from Emirate to Emirate.

In KSA, a pregnant employee is entitled to 10 weeks paid maternity leave and three days paternity leave. In Qatar, an employee is entitled to 50 days, although there is no statutory paternity leave, many companies offer three to five days paid leave. 

However, whilst governments continue introducing legislation which protects pregnant professionals on a public level, there are still plenty of ways that a private company can help their employees throughout their parenting journey. 

Importance of supporting parents in the workplace

Enhanced maternity – and paternity – support systems within a company benefit both employees and business owners alike.

For example, retention is an ongoing issue for many businesses, and it can cost up to 400% of a talented employee’s annual salary to find a replacement. For any parent, the pre- and post-partum periods can be particularly demanding, with the need for flexible scheduling and possible medical or emotional support. Without proper systems in place, these issues can impact a new parent’s work performance and overall well-being.

However, new parents are significantly more likely to stay with a company that understands their family’s needs. This also leads to heightened job satisfaction; when employees feel their personal lives are respected, they tend to be more engaged and productive at work. Additionally, a company that is visibly supportive of parents enhances its reputation, making it more attractive to top talent who value work-life balance.

So, how can a business implement enhanced maternity and paternity policies, to best aid new parents and protect its workforce?

Practical steps for supporting parents

A good employee support system for working parents accounts for the various stages of parenthood, and the different needs of each phase.

Pre-partum support:

Consider implementing flexible scheduling and remote working solutions for pregnant employees. Whether for medical reasons, or simply due to discomfort in the final trimester, expectant mothers may prefer the comfort of working from home. This flexibility can also help them manage any prenatal appointments more effectively.

Ensuring that a maternity leave handover process and cover are in place long before an employee’s leave begins can also help to mitigate workload stress. 

It’s also worth investing in a corporate healthcare plan that comprehensively covers prenatal care and a competitive benefits package, helping expectant mothers stay healthy throughout their pregnancy. A good level of coverage, which includes features such as fitness and nutrition plans, can also be incorporated into your workplace wellness program to support overall well-being in the lead-up to delivery.

Post-partum support:

Recognize the physical and emotional adjustments needed after childbirth by extending your company’s health insurance to include post-partum care and mental health services. For example, access to a 24/7 tele-health service, such as TruDoc, can provide your employees with the comfort and help they may need in those early days, from the comfort of their homes. 

In addition to the statutory leave allowance, consider offering additional parental leave for both mothers and fathers. This not only encourages shared parenting responsibilities from the start, but can also help both parents feel more confident in their parenting and ready for their return to work.

And, when the time does come for their return, consider facilitating a phased approach. The transition back to working life can be one of the hardest times for a parent, especially if it is coupled with the guilt of leaving their baby. Make the ‘back-to-work’ period as seamless as possible by providing lactation rooms for nursing, and explore how your company can incorporate childcare solutions into its benefits package, to help ease new parents back into working life. 

Long-term support:

Regular HR check-ins are essential for any employee, but especially for those who feel the pressure of juggling a family and their career. Regular HR personnel catch-ups will allow parents to discuss their evolving needs, helping them balance their roles at work and home more effectively.

Parenthood is a new and exciting chapter for any employee – but employers can play a crucial role in making the transition as seamless as possible. 

This can begin by working with a corporate health insurance provider that understands the needs of both your workers and your business. GulfCare is a leading provider of healthcare plans across the GCC; we work with businesses of all shapes and sizes, to provide tailored solutions that meet the unique needs of any company.

For more information on how GulfCare can support your business, contact us today.