Why Supporting Parenthood at Work Is Critical to Retaining Talent
By Zoe Watson
May 4, 2026
Midwife and International Board Certified Lactation Consultant
Zoe combines clinical expertise with first hand insight into the challenges parents face when returning to work. Her approach focuses on embedding meaningful, parent-centred practices that enable organisations to retain talent, develop inclusive cultures, and ensure employees can thrive without unnecessary barriers.
Zoe’s breastfeeding and return-to-work support training equips leadership teams with practical tools, evidence-based policies, and the cultural insight needed to confidently support breastfeeding employees.
Drawing on her clinical experience and deep understanding of modern parenthood, Zoe delivers training that goes beyond compliance to create tangible impact. Her work improves employee wellbeing, strengthens loyalty, and positions organisations as genuinely parent friendly.
Creating a workplace where employees feel genuinely supported is no longer a nice to have, it is critical to retaining talent, protecting organisational performance, and building a sustainable workforce.
Across the UK, I continue to see large numbers of employees step back from, or leave their roles during key life stages, particularly around parenthood. While this can affect all parents, the reality is that women are still disproportionately impacted. This is rarely about a lack of ambition or capability. More often, it is because workplaces are not offering the flexibility and support needed for individuals to thrive.
Research from the CIPD highlights that a lack of flexible working is one of the leading reasons employees leave the workforce, particularly women. This becomes especially visible during pregnancy, maternity, and early parenthood, when inadequate support can result in highly skilled professionals leaving careers they have spent years building. Additionally, according to the Equality and Human Rights Commission, up to 54,000 women a year in the UK leave their jobs due to pregnancy or maternity related discrimination.
The business impact is clear. Losing experienced employees increases costs, disrupts teams, and results in the loss of valuable knowledge and expertise. More importantly, it reflects a workplace that is not enabling people to perform at their best.
In my own work, I see first-hand the difference that the right support can make. When organisations commit to flexible policies, inclusive leadership, and a culture that values parenthood rather than penalises it, they do not just retain high-quality talent, they build stronger, more resilient and more equitable workplaces.
Supporting employees through these life stages is not about lowering expectations; it is about creating the conditions for people to succeed. Through targeted training, I help organisations remove unnecessary barriers and create environments where employees can contribute fully and sustainably. In doing so, organisations are not only more likely to retain talent, but also to shape workplaces that are fit for the future.