The journey of bringing a new life into the world is transformative for all involved, but particularly for the birthing parent.
While much attention is rightfully given to infant care and maternal health (although arguably there still needs to be more), the role of partners in creating successful maternity leave is important.
More often than not, the non-birthing partner's experience often remains understudied and under-appreciated.
In this post, we'll explore how partners significantly impact maternity leave success, why their involvement matters deeply, and why companies need to support parental leave for all new parents.
The Power of Shared Parental Leave: Breaking Traditional Patterns
Historically, childrearing responsibilities have fallen disproportionately on mothers. In more antiquated models the non-birthing parents are often expected to return to work shortly after birth.
To get started in creating a more equitable track, here are questions for a dual career couple to ask and answer!
Surveys from Pew Research Center found that Seven in 10 fathers reported taking two weeks or less after the birth of their child. Other research indicated that, while many fathers or non-birthing parents receive paid parental leave, they are less likely to take advantage of the entirety of it.
Modern research challenges this approach, demonstrating that shared parental leave creates stronger foundations for families.
When both parents take leave—whether simultaneously or sequentially—they establish patterns of shared responsibility. This short period of time sets the stage for responsibilities going forward. This is important for a myriad of family-oriented reasons, but it's also important for mothers looking to keep their careers on track.
A shared approach to parental leave is a first step, but it's one that helps dismantle outdated gender roles. As a result, we create more equitable parenting partnerships and more equitable relationships in the workplace.
The Economic Benefits of Dual Leave
Countries with robust parental leave policies for all parents show interesting economic patterns:
- Sweden: Offers 480 days of paid parental leave, which parents can split. This has contributed to one of the highest rates of female workforce participation in Europe and a narrower gender pay gap.
- Norway: Provides 49 weeks at full pay or 59 weeks at 80% pay, encouraging fathers to take substantial leave, which has led to greater paternal involvement in early childrearing and stronger family bonds.
- Iceland: Offers equal leave for both parents, leading to better gender equality in caregiving and professional advancement for mothers.
- Germany: Provides up to 14 months of parental leave, where both parents are incentivized to take time off, leading to higher workforce retention for mothers and reduced career penalties.
These examples highlight a critical point for employers: When both parents take leave, mothers are more likely to return to work full-time, maintain career momentum, and experience less "motherhood penalty" in wages and advancement.
Physical Recovery Support
The physical recovery from childbirth requires significant time and support. This physical recovery doesn't even take into account the demanding needs of a newborn, which has its own affects on the body when it comes to feeding.
A partner's presence during this recovery period provides essential practical assistance:
- Handling household responsibilities while the birthing parent recuperates
- Sharing nighttime feeding and infant care, allowing for healing rest
- Managing visitors and external commitments
- Attending to the physical needs of the recovering parent
- Ensuring proper nutrition and hydration during healing and breastfeeding
Research shows that birthing mothers with actively involved partners report faster physical recovery and lower rates of postpartum complications. Again, from a company perspective, this reduces healthcare costs and reduces the number of mothers that need to extend their leaves.
Mental Health Protection
Perhaps the most profound impact partners have involves mental health protection during the vulnerable postpartum period:
Reducing Postpartum Depression Risk
Studies consistently show that robust partner support significantly reduces the risk and severity of postpartum depression. Partners provide:
- Emotional validation during the hormonal fluctuations of the postpartum period
- Recognition of early warning signs when professional support is needed
- A buffer against isolation, a major risk factor for maternal mental health struggles
- Practical support that reduces overwhelming stress
The presence of an engaged partner creates psychological safety during a period of intense vulnerability and transition.
Sequential Leave Models
Some families find sequential leave arrangements particularly beneficial:
Initial Overlap Period
- Both parents take 2-4 weeks together immediately after birth
Primary Caregiver Phase
- Birthing parent continues leave for biological recovery
Secondary Caregiver Phase
- Partner takes extended leave when birthing parent returns to work
This approach extends the total period of parental care, eases transitions back to work, and allows each parent dedicated bonding time while maintaining family income.
Practical Ways Partners Can Support During Leave
Support comes in many different forms.
While one new parent might find that emotional support is the most helpful, others might find that logistical assistance provides the most impact.
Physical Support
- Take responsibility for meal planning and preparation
- Manage household cleaning and maintenance
- Handle diaper changes, especially overnight
- Bring the baby to the breastfeeding parent for night feedings, then handle burping and settling
- Create a "nest" with necessary supplies within reach of the recovering parent
Emotional Support
- Validate the normal emotional fluctuations of the postpartum period
- Create space for the birthing parent to process their birth experience
- Shield from unhelpful visitors or advice
- Recognize and celebrate small victories in new parenthood
- Connect the birthing parent with support groups or professional help when needed
Logistical Support
- Manage communication with extended family and friends
- Coordinate healthcare appointments
- Research and troubleshoot childcare challenges
- Handle paperwork for leave extensions, benefits, or insurance
Advocating for Better Leave Policies
Partners play a crucial role in advocating for better parental leave policies:
- Requesting full parental leave benefits from employers
- Speaking openly about taking leave to normalize it in workplaces
- Supporting policy initiatives for comprehensive family leave
- Challenging workplace cultures that discourage parental leave
When partners visibly prioritize family leave, they help create cultural change that benefits all families.
Conclusion: A Partnership Approach to Leave
Maternity leave should never be viewed as solely the mother's domain or responsibility. The evidence clearly shows that partner involvement transforms the experience for everyone involved.
The most successful maternity leaves occur when viewed as a family transition rather than a maternal one alone.
When partners fully engage—taking leave, providing support, and sharing responsibilities—they create foundations for healthier families, stronger relationships, and more successful parenting journeys.
By recognizing and embracing the critical role partners play, we can reimagine maternity leave as an opportunity to establish patterns of partnership that will sustain families through the challenges and joys of raising children together.