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43% of birthing parents leave the workforce after welcoming a child,

BUT employees from companies that provide lactation support programs reported a 94% retention rate.

Learn how you can provide family-friendly benefits that are so effective, your employees can't wait to get back to work

A Leak in the Pipeline

Image by Annie Spratt

Parents who don't receive support during parental leave and/or the transition back to work report higher levels of resentment and less loyalty to their company

Image by Dan Burton

43% of highly qualified birth-parents drop out or off-ramp from work after welcoming a child

Image by Michael Longmire

Replacing an employee will cost a company an average of 1.5-2 times the employee's salary (plus hours spent on the hiring and onboarding process)

Why should you offe Family-Friendly benefits?

Proven Solutions

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Family-Friendly benefits that are clearly defined and communicated

Image by Jaromír Kavan

A roadmap to reintegrate parents after welcoming a child

Image by Priscilla Du Preez

Support for the first 30-60 days following parental leave

What is Postpartum Counseling?

Sit back, relax, and let us take care of your employees.

Postpartum Counseling has three parts. Each part can be delivered separately, or you can combine services for end-to-end support for your employees.


Part 1: Postpartum Planing  ensures that your employees are set up for a successful and positive parental leave

Part 2: Postpartum Support ensures that your employees are taken care while on parental leave

Part 3: Return to Work Roadmap ensures that your employees have a smooth and easy transition back to the office

What is Postpartum Counseling?

Postpartum Counseling Works

Birthing Parents are 5 times more likely to experience postpartum depression if they receive little or no support

The World Health Organization recommends individualized care, placing the birthing parent and the infant at the center of that care

When a company is able to offer this invaluable support to its employees, the results are clear:

  • Higher levels of loyalty

  • Lower turnover rates

  • Less time and money wasted on replacing qualified employees

  • Reputation as a business that cares about gender diversity and inclusion

Parents in the workplace ought to be seen as an asset, not a liability

A 2019 study found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.(McKinsey)

A gender-diverse workforce helps companies attract highly-qualified and competent talent as well as serve an increasingly diverse customer base (Gallup)

Employees from companies that provide lactation support programs reported a 94.2 retention rate (Forbes)

The United States has the most family-hostile public policy of any OECD country. Individual companies have the ability to take the lead in gender-diversity in the workplace

Why does gender-diversity matter?
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