Every seven minutes, a mother in the UK loses her job. Not because of performance. Not because of commitment. But simply because she had a baby.
New research from Pregnant Then Screwed and Women in Data has confirmed what many working mothers already know: the motherhood penalty is alive and kicking.
A survey of 35,800 parents uncovered staggering statistics:
74,000 women are pushed out of their jobs every year due to pregnancy or maternity leave. That’s a 37% increase from 2016.
12.3% of women are sacked, constructively dismissed, or made redundant while pregnant, on maternity leave, or within a year of returning.
12.4% of women reported being bullied or harassed while pregnant, on maternity leave, or after returning.
1 in 3 women are sidelined or demoted simply for becoming mothers.
Half of all pregnant women and new mothers say they’ve had a negative experience at work, and 1 in 5 ended up leaving their employer as a result.
Despite all this, only 2% of those who experience maternity discrimination actually take legal action.
These numbers paint a devastating picture. Women are being penalised for bringing life into the world at a time when they need the most stability and support.
Why Is This Happening?
The government last reviewed maternity discrimination in 2016, acknowledging that the situation had worsened over the previous decade. They promised to repeat the research every five years but never did.
Now, in 2025, the data has been forced into the spotlight again, thanks to organisations fighting for working mothers. But the problem remains:
Outdated workplace policies that don’t reflect the realities of modern parenting.
Employers still viewing pregnancy as an inconvenience instead of a normal part of working life.
A lack of accountability, with too many companies getting away with discriminatory practices.
The impact isn’t just on mothers it’s on businesses, economies, and society as a whole. Companies that fail to retain working parents lose valuable talent, face reputational damage, and risk legal action.
On the flip side, supportive workplaces thrive. Businesses that invest in parental leave policies, flexible working, and career progression for parents benefit from higher retention, increased loyalty, and a more engaged workforce.
What Needs to Change?
Stronger legal protections for mothers returning to work.
Better employer accountability- it shouldn’t take a tribunal to enforce basic rights.
A cultural shift in how we view maternity leave, so pregnancy isn’t seen as a career setback.
What Can You Do?
If you’re an employer, now is the time to audit your policies, track employee feedback and ensure your workplace is parent-friendly. If you’re a working parent, know your rights and speak up where you can.
Sources: Pregnant Then Screwed & Women in Data, 2024
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