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Work and Postpartum Depression

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By Editorial Team

5 min read

Reviewed by: HU Medical Review Board | Last reviewed: October 2023

Welcoming a new addition to your family is a life-changing event. But for some parents, the joy of parenthood can be overshadowed by postpartum depression (PPD).1

Postpartum depression is a serious form of depression that affects some parents after giving birth. It can cause feelings of sadness, hopelessness, and a lack of interest in activities, among other symptoms.1

Steps for returning to work with postpartum depression

Returning to work while experiencing PPD can be very hard. The pressures of the workplace, coupled with the demands of parenthood, can worsen symptoms. But there are steps you can take to make the transition more manageable.2

Open communication

If you feel comfortable, speak with your supervisor or human resources (HR) department about your PPD. Sharing your situation can help them understand your needs and provide support.2

Ask for accommodations

After sharing your PPD diagnosis with your employer, list the specific accommodations you need to perform your job well. These might include:2

  • Flexible work hours
  • Remote work
  • A private space for rest or pumping breast milk
  • A reduced workload

Your employer should assess your request based on your needs and the nature of your job. There are protections for new parents to receive accommodations.2

Seek professional help

Seek help from a mental health professional to treat your PPD symptoms. Therapy and medicine can be effective treatments for PPD, and they can make going back to work a bit easier.1

Legal protections and support

It is clear that coping with PPD and work is a major challenge. Fortunately, several legal protections are in place to support those dealing with PPD in the workplace.3

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Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) is a US federal law that can provide support to people dealing with PPD. FMLA allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period for certain medical reasons. During their leave, the person’s job is secure.3

Here's how FMLA can help people with PPD:3

  • Job protection – You can take the time you need to address your PPD symptoms without worrying about losing your job.
  • Health benefits – You can continue to receive medical benefits, including coverage for mental health treatment.
  • Intermittent leave – FMLA allows for intermittent leave. This means you do not have to take the entire 12 weeks of leave all at once. This allows for more flexibility.
  • Partner involvement – You also can take FMLA to care for a spouse or partner with a serious health condition, including PPD.

To be eligible for FMLA, you must meet certain criteria. For example, you must have worked for your employer for at least 12 months. Keep in mind that FMLA provides unpaid leave, so you will not receive a salary during your time off. But you may be able to use accrued paid leave (such as sick or vacation days) to receive some pay during FMLA leave.3

Some states have their own family and medical leave laws. These may provide additional benefits or protections, such as paid leave or extended job protection. Be sure to check your state's specific laws to understand how they may apply to your situation. Access FMLA forms here.3

Pregnant Workers Fairness Act (PWFA)

This act went into effect in 2023. It ensures that pregnant workers have adjustments to work conditions or schedules to accommodate their medical needs. This could look like:4

  • Leave or time off to recover from childbirth
  • Flexible work hours
  • Remote work or telecommuting
  • Additional breaks to eat, drink, and rest
  • Closer parking
  • Being excused from strenuous activities

Pregnancy Discrimination Act (PDA)

This federal law bans discrimination on the basis of pregnancy, childbirth, or related medical conditions. It means your employer cannot treat you differently because of your pregnancy or PPD.5,6

The PDA also requires employers to provide accommodations to pregnant employees or employees with related medical issues. These accommodations are typically associated with pregnancy and childbirth. But they can apply to people with PPD if they need accommodations to perform their job duties.5,6

Americans With Disabilities Act (ADA)

The Americans With Disabilities Act (ADA) can offer protection to a person with PPD under certain circumstances. It depends on the severity of your PPD symptoms and how they affect your daily life and work.5-7

If you are covered by the ADA due to your PPD, your employer is required to provide reasonable accommodations that allow you to perform the basic functions of your job. Accommodations may vary depending on your specific needs and the nature of your job. They might include flexible work hours, modified work tasks, or a quiet and private space for breaks.5-7

Have you experienced pregnancy discrimination?

If you have been discriminated against or treated differently because of your pregnancy, you can file a charge of employment discrimination.6

Remember, your employer is legally obligated to provide reasonable accommodations for you. And your employer is required to keep your medical information confidential. They should only share information about your condition with those who need it in order to put in place accommodations.6

Dealing with "mom guilt"

The term "mom guilt" describes feelings of guilt, anxiety, and emotional distress that many mothers experience when they return to work after giving birth. Mom guilt is a common and normal emotion.8

Most working mothers experience mom guilt to some degree. But it does not mean you are a bad parent. Here are some ways to cope with it:8

  • Set realistic expectations. Acknowledge that it is okay not to be perfect. Nobody can do it all. Set realistic expectations for yourself in both your career and your role as a parent.
  • Be honest. Have honest conversations with your partner, family, and employer about your concerns and needs. Discuss how you can create a supportive environment both at work and at home.
  • Quality over quantity. Focus on the quality of the time you spend with your baby rather than the amount of time. Be present and engaged when you are together, and make the most of the time you have.
  • Ask for flexible work arrangements. If possible, explore flexible work arrangements with your employer. Options like telecommuting, flexible hours, or job-sharing can help ease your transition back to work.

Additional support and resources

Beyond legal protections, there are other resources available to support parents living with postpartum depression.

Employee assistance programs (EAPs)

Many employers offer EAPs, which can provide counseling services and referrals to mental health professionals.9

Mental health organizations

Organizations like Postpartum Support International and the National Alliance on Mental Illness offer valuable information, support groups, and resources.

Therapy and support groups

Personal therapy or support groups for parents with PPD can be quite helpful. They provide a safe space to share experiences and strategies for managing symptoms.1