Rights of Working Mothers: Who Protects Them?
A new analysis of labour law data by WageIndicator reveals deficiencies in the global legal framework concerning the rights of pregnant workers and working mothers.
4 August 2026
To mark Breastfeeding Week, WageIndicator released a new analysis showing a global overview of workers’ protections in the context of pregnancy and motherhood.
Based on the analysis of WageIndicator’s Labour Rights Index covering 146 countries, we were able to see that, for workers in many countries with weak protection, the “motherhood penalty” could start as early as the day they announce the pregnancy to their employers.
For example, data showed which countries legally protect workers from dismissal during or because of pregnancy, and which countries legally guarantee the right to return to the same position after taking maternity leave.
While the majority of countries provide at least one type of protection, only 70 countries legally protect workers both from dismissal due to pregnancy and guarantee the right to return to the same position after maternity leave.
However, based on our calculations, there are at least 12 countries in the world where pregnant workers' and working mothers' rights aren’t guaranteed, such as Afghanistan, Algeria, Bangladesh, the Republic of the Congo, Jordan, Mauritania, Myanmar, Nepal, Pakistan, Qatar, Singapore, and Yemen. In these countries, the law does not protect workers from dismissals during or on account of pregnancy, and neither guarantees the right to return to the same position after availing maternity leave.
It takes a village to raise a child…
Matrescense - the process of becoming a mother- is a major life moment in which mothers are vulnerable and their rights should be protected. Having a child should not be a valid reason for an employer to dismiss a worker.
For starters, mothers (and both parents, if applicable) should have access to maternity leave, and should not penalise their career. In many countries, the law says that the mother must return to the same job or an equivalent one with no worse conditions. Otherwise, they risk experiencing indirect disadvantages. For example: reduced pay, lower seniority, weaker contractual protections, and hidden career setbacks.
They say ‘It takes a village to raise a child’ and this also includes employers. Reintegration after maternity leave is not passive. Companies have an active responsibility to support it through training. Mothers should not simply be allowed to return to work; they should be actively facilitated in doing so in a smooth and effective manner. Through training, the goal is to refresh skills and ease the transition.
Collective agreements make it easier for mothers to return to work
In labour law context, Collective Bargaining Agreements (CBAs) often include clauses that ensure job security for mothers who wish to return to work after taking maternity leave and prohibit discrimination on the basis of maternity.
On paper, there are a few countries that stand out for their best practice, such as Finland, Italy, Zambia, Indonesia, Spain and Lithuania.
Whether you are pregnant, a working mother or an employer, WageIndicator has everything you need to know about working life around the globe. You can access our free Collective Agreements database from your country - and in your own language- or if you are a self-employed/gig worker, we have unique Collective Agreements from the platform economy. You can also use our country-specific Model Collective Agreements for your own needs.
If you have any questions, or would like to get in touch with us for work relating to Collective Agreements, contact us here.