Motherhood in Big Law: How Firms Can Support Lawyers Returning to Work

In the demanding environment of big law firms, efficiency and productivity are critical to sustaining success. What if investing in your people, particularly attorneys returning to work after childbirth, could enhance both? Supporting working parents is more than just a compassionate choice—it’s a strategic business decision that aligns with your firm’s goals of retaining top talent, improving workflows, and increasing billable hours.

Let’s explore how big law firms can enhance their parental support programs, ensure compliance with legal requirements, and drive a strong return on investment (ROI).

Legal Compliance: The Baseline for Supporting Working Parents

For big law firms, compliance is non-negotiable. Laws like the Pregnant Workers Fairness Act (PWFA) and the PUMP for Nursing Mothers Act set the groundwork for supporting working parents.

The Pregnant Workers Fairness Act (PWFA)

The PWFA mandates reasonable accommodations for employees affected by pregnancy, childbirth, or related conditions, provided these do not impose undue hardship on the business. Examples include modified schedules, additional breaks, or ergonomic adjustments—critical for pregnant attorneys navigating the demands of the courtroom or long hours at the office.

The PUMP Act

The PUMP Act requires law firms to provide reasonable break times and private, non-bathroom spaces for nursing mothers to express breast milk for up to one year after childbirth. Compliance here isn’t just about meeting legal obligations—it’s about fostering a supportive environment that enables attorneys to return to work without sacrificing their roles as parents.

Why compliance matters in big law:

• Non-compliance leads to costly turnover, as replacing attorneys can cost six to nine months of their salaries.

• Legal battles over discrimination or lack of accommodations can tarnish a firm’s reputation and drain resources.

Beyond Compliance: Enhanced Support Strategies for Attorneys

Compliance is the starting point, but big law firms can stand out by going beyond the basics. Providing robust parental support improves retention and positions your firm as an employer of choice while increasing attorney productivity and billable hours.

1. Lactation Support

While the PUMP Act requires private lactation spaces, firms can take this further by partnering with services like Milk Stork, which enables nursing mothers to ship breast milk safely and efficiently while traveling for work.

For many attorneys, travel is a crucial aspect of client service—whether it’s attending depositions, preparing for trials, or conducting high-stakes negotiations. Without proper lactation support, nursing mothers may face significant barriers to fulfilling these responsibilities. Milk Stork addresses this challenge by allowing attorneys to ship breast milk home while away, ensuring they can meet both their professional and parenting commitments seamlessly.

Imagine a partner managing a weeklong trial in another state. With access to Milk Stork, she can stay focused on her case without worrying about how to handle pumping or storing milk during her travels. This type of support empowers attorneys to take on demanding client engagements without interruptions, maximizing their productivity and billable hours.

2. Flexible Work Policies

Flexibility in work arrangements can be a powerful tool for retaining and empowering attorneys who are balancing new parenthood with the demands of their practice. Policies like flexible schedules, remote work options, or temporary adjustments to billable hour requirements provide the breathing room parents need during this transitional period.

Consider a scenario where an associate, newly returned from parental leave, has pressing client deadlines but also needs time to adjust to her childcare routine. Allowing her to work remotely or adjust her schedule to accommodate personal obligations helps her remain focused and productive. This not only prevents burnout but also ensures her continued contributions to client work, supporting long-term increases in billable hours as she transitions back to full-time capacity.

The ROI of Supporting Working Parents in Big Law

Investing in parental support programs doesn’t just improve employee morale—it also delivers measurable financial benefits for law firms.

1. Increased Billable Hours

When working parents are supported, they are better equipped to manage their workload and personal responsibilities. Services like Milk Stork and flexible policies allow attorneys to fully engage in client work, leading to higher levels of productivity and billable hours over time.

2. Reduced Healthcare Costs

Firms that support lactation programs can realize significant savings on healthcare costs. For example, companies with strong lactation support save an average of $240,000 annually in healthcare expenses due to fewer health complications for mothers and babies.

3. Lower Absenteeism

Breastfeeding support directly impacts absenteeism. Attorneys with healthy, breastfed babies take fewer sick days, ensuring more consistent productivity and fewer disruptions to client services.

4. Improved Retention and Talent Attraction

High turnover in big law is costly—not just financially, but also in terms of lost institutional knowledge. Robust parental support programs increase retention rates and attract top-tier talent, particularly as younger attorneys increasingly value work-life balance and family-friendly policies.

By cultivating a reputation as a family-friendly employer, big law firms can differentiate themselves in the competitive legal talent market, further enhancing their ability to drive revenue through consistent, high-performing teams.

Real-Life Application: Attorney Returning to Work After Childbirth

Supporting attorneys returning to work after childbirth provides tangible benefits for both the individual and the firm. Imagine an associate who has just returned from maternity leave. Without adequate support, she might feel overwhelmed by the competing demands of long hours, client needs, and her role as a new parent.

However, with flexible scheduling, access to a private lactation space, and the ability to ship breast milk home during business travel, she is empowered to maintain focus and meet client deadlines. These resources enable her to transition back to work more effectively, preserving her productivity and even exceeding her billable hour goals over time.

Additionally, by providing this level of support, the firm not only retains her valuable expertise but also avoids the costs and disruptions associated with turnover, ensuring continued excellence in client service.

Conclusion

Supporting working parents isn’t just about doing the right thing—it’s about driving long-term business success. By investing in compliance, enhanced support strategies, and innovative tools like Milk Stork, big law firms can reduce costs, improve retention, and increase billable hours, fostering a more engaged and productive workforce.

As a firm that relies on its people to deliver exceptional client outcomes, adopting parental support programs is an investment in your greatest asset—your attorneys.