The changes needed to create condusive conditions for Kenya’s working mothers

Balancing work and family life is tough for anyone, but for working mothers, the challenges can feel especially overwhelming. Mothers are constantly navigating how to meet the demands of their careers while caring for their families.

Kenya’s workforce is growing and changing, with more women stepping into leadership roles and excelling in key positions. Yet, achieving work-life balance remains out of reach for many mothers.

Rigid work schedules, limited childcare options, and minimal workplace support often leave mothers struggling with burnout and forced to choose between career growth and family responsibilities.

The challenge isn’t unique to Kenya. A 2022 McKinsey report highlighted the lack of work-life balance and burnout as one of the top five causes of attrition globally.

The report also noted that burnout rates are disproportionately higher for female employees than their male counterparts. This disconnect often leads to a domino effect, creating tension that spills over into both the workplace and the home.

Despite the challenges, there’s been positive progress in Kenya. For instance, the Breastfeeding Mothers Bill 2024 introduces legal obligations for employers to support breastfeeding mothers, including provisions for lactation spaces.

In the corporate scene, East African Breweries Limited (EABL) has taken significant steps, such as offering: Up to 26 weeks of paid leave for female employees experiencing pregnancy loss after 20 weeks, and 10 days for spouses.

It has comprehensive pregnancy loss guidelines that classify this experience as bereavement, providing employees time to mourn. In July 2019, EABL also set a high bar by introducing six months of paid maternity leave for women employees and four weeks paternity leave. EABL already offers flexible working hours to lactating mothers and has also set up nursing rooms for them, just like Safaricom.

In addition to policies, infrastructure plays a crucial role in achieving true diversity, equity, and inclusion in the workplace. Organisations worldwide are recognising the importance of supporting working mothers and the business benefits of doing so.

Here are some standout practices: hybrid work models, breastfeeding stations, onsite childcare, paid parental leave, mental health and wellness programmes, and return-to-ork programmes. While global companies set the bar, Kenya is steadily moving in the right direction.

However, there’s still much to be done. Investing in family-friendly policies isn’t just about doing the right thing — it’s also smart business.

Studies consistently show that companies with supportive work environments enjoy better employee retention, higher productivity, and stronger engagement. Achieving work-life balance for mothers in Kenya requires a collective effort from employers, policymakers, and society.

Organisations must lead the charge by adopting flexible policies and providing resources that support mothers in the workplace. Simple steps like introducing hybrid work models, creating family-friendly facilities, and supporting mental health can make a significant difference. Normalising conversations about work-life integration can help create more inclusive workplaces.

Supporting mothers isn’t just about helping families — it’s about creating stronger, more inclusive workplaces that benefit everyone.

The writer is a senior HR executive and consultant.