“I felt sad. I felt scared. I felt defeated. And then I felt nothing—that’s when I needed to get help,” says Jennifer, a former Manulife group benefits member, about her recent personal experience with postpartum (following childbirth) depression and anxiety. “Without a doubt, knowing that I had comprehensive mental health coverage was the determining factor in my decision to reach out for the support I needed.”
Jennifer’s story highlights the crucial role that employers and mental health coverage play in supporting new parents.
Many new mothers start seeking treatment
Manulife aggregate claims data from 2021 to 2023 shows that 15.1% of new mothers made claims for mental health treatment within 6 months following pregnancy.
Four in 10 of those who sought treatment post pregnancy (41.6%), had not made a claim for mental health medication and/or therapy in the year before they were pregnant, suggesting their condition developed (or existing symptoms worsened) during pregnancy or after the birth of their child.
“The postpartum period represents a significant time of susceptibility for first-time occurrence of mental health disorders, particularly depression, for the birthing parent,” says Dr. Liisa Galea, Senior Scientist and Treliving Family Chair in Women’s Mental Health, Centre for Addiction and Mental Health (CAMH). “More awareness across communities, including workplaces and healthcare providers, is needed along with dedicated research, to support mothers and families during this time.”
Some women stop treatment during or following pregnancy
Conversely, nearly half of women (45.1%) who sought mental health treatment in the year before their pregnancy, did not make a mental health claim in the months following the birth of their child. This suggests that many women may stop mental health treatment either during or following their pregnancy.
“Unfortunately, few people seek attention for their mental health struggles during the postpartum period for a variety of reasons,” says Dr. Galea. “It is important for women to make informed choices, consulting with their healthcare practitioners and arming themselves with information when thinking about treatments during pregnancy and the postpartum period.”
According to Cleveland Clinic Canada, the many factors that may inhibit women from seeking mental health treatment post pregnancy include concerns about being on medication while breastfeeding, having a tighter budget than usual, and stigma from family and friends. A lack of time is also a significant issue, as parents are often overwhelmed with the increased responsibilities of caring for a newborn.
Postpartum mental health challenges may affect an employee’s ability to return-to-work, attendance, and on-the-job productivity.,
In a 2021 survey of Canadian mothers who had taken maternity leave in the previous 10 years, 95% reported they did not receive any formal support from their employer during their maternity leave transition and 40% considered quitting during the return-to-work process.
Recommendations for supporting women’s mental health before, during and following pregnancy
1. Prioritize mental health in your benefits plan
"I couldn't have afforded it on my own,” says Jennifer, about the mental health treatment she received during her maternity leave. “I spent my maternity leave getting treatment, healing, and learning how to be a mom to my newborn son.”
Manulife provides its own employees with $12,000 in mental health coverage annually per family member. It includes support for therapy from practitioners such as psychologists, clinical counsellors, psychoanalysts, and social workers.
Across Canada, the average amount of employee benefits coverage for psychotherapy is just $750, an amount that would likely only cover between 3 and 5 sessions of therapy—far less than what is needed to treat common mental illnesses such as anxiety or depression.
“When an employee has sufficient coverage for mental health services, it can be a profound motivator for them to seek treatment,” says Dr. Georgia Pomaki, who leads Manulife’s Mental Health Best Practices Team, and is the current Chair of the Technical Committee of the National Standard of Canada for Psychological Health and Safety in the Workplace.
“Not only will they feel their mental health is valued, but there’s an implicit message that their employer is fostering a culture of wellness and acceptance,” she adds.
Read more about the ways mental health can affect the workplace and the steps employers can take to support mental health: Mental health concerns impact the workplace
2. Offer a “top-up” to maternity and parental leave
Offer additional maternity and parental leave benefits beyond what the government provides in Employment Insurance (EI). While the government provides job-protected leave and income replacement through EI, organizations can choose to "top-up" these benefits to increase the duration of employees’ leave and to provide a higher level of income during their leave, which can help reduce financial stress.
3. Encourage inclusivity
Stay in contact with women throughout all stages of pregnancy to educate them on their benefits plan and ensure they feel connected and supported. Invite mothers to bring their baby to events during and after maternity leave, keeping them engaged and informed about workplace activities.
Offer access to virtual mental health support and employee resource groups, providing opportunities for women to connect with others and receive mental health support virtually.
Work towards creating a supportive and inclusive workplace culture where employees feel comfortable discussing challenges with mental health, fostering an environment of openness, understanding, and support. The Mental Health Commission of Canada offers resources and tools to help organizations build a mentally safe workplace.
4. Provide flexibility
Offer remote work options to enable women to work from home, reducing the need for commuting and allowing for a more comfortable work environment. This can be particularly beneficial both during pregnancy and the postpartum period, as it provides flexibility in their recovery and childcare responsibilities.
Provide flexibility for new mothers returning from leave, allowing them to adjust their start and end times, as well as their total hours worked. This will help them accommodate medical appointments for themselves or their baby and the physical and emotional demands following pregnancy.
These options can help women prioritize their mental health and ensure continuity of care without added stress about work commitments.
5. Provide training and education for employees and leaders
Provide workshops to educate employees on mental health and postpartum depression and anxiety, fostering greater awareness and understanding within the workplace. Consider hosting a workshop specifically focused on educating employees about their group benefits plan, including mental health support options available through the plan.
In addition, equip leaders with communication skills and knowledge about supporting employees returning from parental leave, ensuring they can have meaningful and supportive conversations with individuals navigating the challenges of postpartum mental health conditions.
