Predictors and Outcomes of U.S. Quality Maternity Leave: A Review and Conceptual Framework

Abstract

Maternity leave includes the time that mothers take off from work to care for their baby and heal after childbirth. The United States’ maternity leave provisions lag behind other industrialized countries, resulting in poor quality maternity leave (QML) for many mothers. Accordingly, scholars have begun examining QML, a new construct that captures mothers’ subjective experiences of their leave, including dimensions like time off and flexibility. However, researchers know little about predictors and outcomes of QML. Therefore, in this literature review, we will integrate societal-, work-, and individual-level predictors as well as well-being and work-related outcomes of maternity leave into a testable conceptual framework for QML. This review has important implications for U.S. policy makers and organizations regarding their support of mothers. Future research should continue to build this framework to ensure that mothers and parents in the United States and internationally are provided the QML they need to thrive.

A Study on User-Oriented Subjects of Child Abuse on Wikipedia: Temporal Analysis of Wikipedia History Versions and Traffic Data

“…Maternity leave was crucial for mothers and newborn, and children's physical and mental health [55,56]. Longer maternity leave was associated with longer breastfeeding intentions [57,58].…”

“…However, not every country has enacted policies of paid maternity leave or other policies beneficial for parturient and newborn. For instance, the United States policies have not guaranteed paid maternity leave [55]. According to a survey in 2012, only 59% of US workers were eligible for 12 weeks of unpaid family and medical leave and in 2018 only 16% of all private industry employees were eligible for paid leave [59,60].…”

The Case for Offering Paid Leave: Benefits to the Employer, Employee, and Society

“…Specifically, these programs permit a balance between caregiving and performing job duties, which aids women with joining or re-joining the workforce after childbearing ( Goodman et al, 2019 ). Access to maternity leave, especially paid leave, can help increase retention when women return to work after childbearing ( Rupp & Zeager, 2018 ; Sterling & Allan, 2021 ). Moreover, working women, Latinos, low-wage employees, and less-educated employees have been historically less likely to have access to paid sick leave and family leave ( Chen, 2016 ).…”

“…To address this issue, employers should focus greater attention on paid leave, in which an employer fully or partially funds employees’ time away from work (e.g., vacation time, sick leave, and family/personal leave), as a way to attract and retain employees. Concerns about benefits may be elevated due to the COVID-19 pandemic, as employees have had to worry about themselves or their family members (e.g., children or elders) becoming ill, and then having to choose between taking time off or retaining one’s job ( Goodman et al, 2019 ; Sterling & Allan, 2021 ). Thus, as COVID-19 has directly affected large portions of the population, it has become clear that leave is needed—specifically, employees need sick leave for their own illnesses, family leave to care for their family members with illnesses, and vacation leave to reduce the effects of burnout.…”

Examining the role of maternity benefit comparisons and pregnancy discrimination in women's turnover decisions

“…; United Healthcare, n.d.). Previous research on maternity leave and benefits has primarily focused on differences in maternity leave policies across various countries (e.g., Budd & Mumford, 2006; Sterling & Allan, in press), the well‐being of women and their infants after maternity leave (e.g., Cabeza et al., 2011; Carneiro et al., 2015; Hewitt et al., 2017; Feldman et al., 2004; Jou et al., 2018; Sterling & Allan, in press; Thomas, 2015), the economic ramifications of offering or requiring maternity leave (e.g., Dahl et al., 2016; Fallon et al., 2017; Gruber, 1994), and the role of expectations and negotiations with supervisors (e.g., Buzzanell & Liu, 2007; Liu & Buzzanell, 2004; Miller et al., 1996). Surprisingly, little focus has been paid to how maternity benefits influence women's retention.…”