5 key findings from new maternal mental health research
New research reveals the hidden mental and physical toll of fertility and maternity journeys — and how benefits leaders can respond to improve outcomes, retention and access to care.
Behind every parental leave request is a story — there’s emotional strain, a delayed diagnosis or quietly worsening anxiety. For many employees, fertility and maternity journeys are physically and emotionally complex.1 And there are ripple effects on their work: Women's health benefits, however, have a positive impact on the workplace, influencing factors like presenteeism, retention and productivity.2
New research facilitated by Optum, in collaboration with UnitedHealthcare, surveyed 132 working-age adults and conducted 29 subsequent in-depth interviews to understand where the greatest gaps exist within the fertility and maternity journey and to help inform employers, brokers and consultants how they can better support workforce well-being and retention. Here are 5 key findings3 — and what they may mean for an employer’s benefits strategy.
1. The mental and emotional toll is widespread
Pregnancy and fertility are not just medical experiences — they are also deeply emotional ones. The process of trying to conceive, carrying a child and bringing a new life into the world can evoke a wide range of feelings, from joy and excitement to anxiety and fear. For many, these experiences are marked by moments of intense connection and personal growth, but they can also bring challenges and uncertainties that test one's emotional resilience. The emotional aspects of pregnancy and fertility are deeply intertwined with personal identity, relationships and future aspirations, making them significant life events that go far beyond the clinical and physical dimensions:3
- 74% of survey respondents reported experiencing mental or emotional challenges before, during or after their journey
- More than 4 in 10 survey respondents experienced postpartum depression or anxiety in the past 3 years
- While most survey respondents sought care — with over two-thirds seeing a therapist and 6 in 10 speaking to a provider — 17% said they did not have a mental health doctor
What employers can do: These numbers highlight the importance of making behavioral health support accessible at every stage of the maternal health journey. UnitedHealthcare offers a behavioral health continuum of care that includes services for low severity issues like everyday stress and anxiety to high severity issues, such as chronic depression. Offering ample support for children and families is critical too, as is a digital experience that makes it simpler to access care.
2. The physical impact often complicates recovery
Mental and physical health are intricately connected and cannot be separated into isolated silos. The state of one's mental health can significantly influence physical well-being, and vice versa. Recognizing this interconnectedness is crucial for whole-person health care, as treating one aspect without considering the other can limit the effectiveness of interventions. The data from this report reflects this interconnectedness:3
- 61% of survey respondents reported physical health concerns related to their pregnancy or fertility journey
- About 25% said these challenges began either during their fertility journey or pregnancy
- 32% had pre-existing conditions, with 22% saying their condition worsened and 24% noting it persisted after
- 50% reported work-related concerns during this time
What employers can do: Chronic conditions and pregnancy often overlap, which is why a whole-person approach to health care is critical. UnitedHealthcare Advocacy solutions can also help proactively identify and engage members showing early indicators of risk and connect them to relevant solutions and clinical programs. Employers may also want to support employees by leaning into workplace flexibility policies, starting employee support groups and making sure that behavioral health solutions are a part of their coverage. This approach may help close gaps in care, improve outcomes and reduce downstream costs.
3. Mental health diagnoses may be missed or misunderstood
Mental health issues can range from mild to severe, and they are often only recognized as serious when an individual shows more severe symptoms. However, new and expecting mothers may experience mild symptoms of depression, anxiety or stress, which are still important to acknowledge and address. Other research shows that three-quarters of people with maternal mental health conditions go untreated and undiagnosed,4 highlighting the reality that mental health symptoms are not always formally diagnosed — especially in the context of pregnancy and postpartum life. For instance, Optum research found:3
- 36% of survey respondents indicated they did not have a mental health diagnosis they were aware of
- 39% reported an anxiety-related diagnosis
- 23% reported a depression-related diagnosis
What employers can do: Potential diagnosis gaps can prevent individuals from accessing the support they need. Employers can help normalize early engagement by promoting the preventive and low severity solutions that are available to them, including the Calm Health app and behavioral health coaching. These digital and self-guided support options allow employees to access care — even without a formal diagnosis by a therapist.
4. Stigma remains barrier to care
Even in 2025, mental health issues can be stigmatized, resulting in critical needs not often met. This research highlights that new moms, in particular, feel uncertainty or discomfort with seeking mental health support due to the social stigmas.
- 62% of interviewees felt they were judged or treated unfairly during their pregnancy or fertility journey, especially related to postpartum depression, abortion and lactation needs
- 24% experienced discrimination based on age
- 21% experienced discrimination based on race or ethnicity
What employers can do: Culturally responsive care is essential to engagement and outcomes. UnitedHealthcare has expanded its behavioral health network in recent years — now totaling over 453,600 providers and 234,600 virtual providers5 — and is actively investing in the recruitment and training of more inclusive, empathetic care professionals.
5. Many struggle to navigate care and benefits
While access to health care is critical, it does not automatically ensure that individuals will engage and utilize care.6 Common barriers included:3
- Time constraints or long wait times
- Cost
- Difficulty finding journey-specific mental health support
- Uncertainty about what resources were available and covered
What employers can do: Simplified benefit navigation can close gaps in care and reduce costly consequences like emergency room (ER) visits or delayed treatment. This includes working with a carrier that offers a more intuitive digital experience and personalized support from advocates when needed that can help employees understand their options and find care that aligns with their specific needs — including those related to fertility, pregnancy and postpartum health. UnitedHealthcare is also working to improve speed to care by offering digital and virtual solutions that can be accessed when and where members need, as well as streamlining the prior authorization process and even eliminating prior authorizations when appropriate.
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