Returning to Work Post-Maternity in Ghana

The transition back to work following maternity leave in Ghana, where the leave is limited to just 12 weeks and often without accommodations for new mothers, presents a myriad of challenges.

This article delves into these challenges, drawing insights from a comprehensive study by the International Labour Office on maternity protection and workers with family responsibilities in Ghana's formal and informal economies.

The State of Maternity Leave in Ghana

Ghana's alignment with the ILO Maternity Protection Convention 1952 ensures 12 weeks of paid maternity leave funded by the employer. However, the majority of women, especially those in the informal sector, do not benefit from this provision. This is primarily because informal employment typically lacks formal contracts and structured employment benefits, including maternity leave. As a result, many women in this sector face the challenge of balancing work and maternity without the support of legally mandated maternity leave, which can impact their income security and access to necessary healthcare during and after pregnancy. This highlights a significant gap in the protection and support extended to working mothers in the informal economy.

The legal framework in Ghana also entitles returning mothers to a daily one-hour break for breastfeeding and offers protection against dismissal during maternity leave. This provision is critical in supporting new mothers as they reintegrate into the workplace while still caring for their infants. However, the protection offered to pregnant employees is less robust compared to the post-maternity period. This discrepancy highlights a need for stronger safeguards for women during pregnancy, ensuring their job security and well-being are maintained throughout their pregnancy, in addition to the postpartum period.

Lack of Awareness and Cultural Norms

The lack of awareness about maternity protection laws in Ghana is a significant issue that affects both employers and employees. This gap in knowledge can lead to exploitation and discrimination, particularly in smaller workplaces and within the informal economy. Employers may not be fully informed about their obligations, and employees might not be aware of their rights or entitlements. This lack of awareness undermines the effectiveness of existing legal protections and can leave pregnant employees and new mothers vulnerable to unfair labour practices.

In Ghana, deeply ingrained gender norms and expectations significantly influence the implementation and effectiveness of maternity protection practices in the workplace. These cultural norms often dictate traditional roles for women and men, impacting how mothers and fathers are perceived and treated in a professional context. Such norms can lead to biases and limitations in the support and accommodations provided to working parents, particularly affecting women's career progression and their ability to balance work and family responsibilities effectively. This cultural backdrop underscores the need for a paradigm shift towards more gender-inclusive policies and practices in the workplace.

Workplace Culture

Some businesses, especially in the informal sector, reward staff loyalty with better maternity protection. However, many businesses stop employing women when they become pregnant or fail to provide adequate support during pregnancy and after returning to work. There is a need for a cultural shift in businesses to recognize the benefits of providing a family-friendly workplace, such as high retention rates, increased staff cooperation, reduced absenteeism, and improved motivation and performance.

The Plight of Self-Employed and Rural Workers

Self-employed women in the informal economy, particularly those with low income, face the greatest risks. These women often cannot afford to take time off for essential antenatal checks or maternity leave. This economic constraint forces many to continue working up to and immediately after childbirth, often leading to them giving birth at home without professional medical care. The absence of maternity leave and adequate healthcare during this crucial period poses serious risks to both the mother and child's health and well-being.

Recommendations for Improvement

According to the Global Nutrition Report website, by 2024, the Ghanaian government plans to increase maternity leave to 14 weeks across all sectors of the economy. Additionally, discussions are underway to extend this further to a minimum of 18 weeks, as part of the "Who Pays Principle" initiative led by the Ministry of Employment and Labour Relations. This commitment is part of Ghana's broader efforts to enhance maternity protection and support for pregnant and lactating mothers. This change, aligned with international recommendations, will provide much-needed time for mothers to recover postpartum and bond with their new-borns, without the immediate pressure of returning to work.

Alongside this, raising awareness about maternity protection laws, ensuring workplace safety for pregnant and breastfeeding employees, and addressing the high risks faced by low-income self-employed women will create a more inclusive and supportive environment for working mothers. This holistic approach promises to significantly improve the conditions for working mothers, fostering a healthier balance between professional commitments and family life.

Introducing the Working Motherhood Initiative

The journey back to work for new mothers in Ghana not only highlights the challenges they face but also underscores the potential for substantial social and economic development. Addressing the gaps in maternity protection and implementing recommended strategies like the government's plan to extend maternity leave can create a more inclusive, supportive, and productive workplace. This not only benefits mothers and their families but also contributes to the broader economy.

Expanding on this, the Working Motherhood Initiative is set to play a pivotal role. It plans to raise awareness about maternity protection laws through targeted campaigns and innovative media use, not just in Ghana but across Africa. By nurturing a greater awareness and respect for maternity protection laws, the Working Motherhood Initiative aspires to drive change and support the well-being of working mothers across the continent, ultimately contributing to their empowerment and the economic development of their communities.

Visit the Working Motherhood Initiative website here .