Maternity pay has “gone too far” according to Kemi Badenoch, who is running to be leader of the British Conservative Party. After experiencing severe backlash, she is now claiming that she was misrepresented and her comments were regarding cutting the regulatory burden on businesses (Francis). While Badenoch uses her status as a mother to showcase how she is a supporter of maternity pay, she seemingly fails to realize that reducing this burden on businesses would mean that statutory maternity pay is also reduced and so she is, in fact, advocating for reduced maternity pay.

Excessive Function Of Tax

Moreover, contrary to Badenoch’s belief that maternity pay is an excessive function of tax, statutory maternity pay is the only maternity pay that is legislated for- UK employment law does not give those pregnant any further rights regarding pay on maternity leave (UK Gov). The only way that this would be a burden on businesses is if none of their employees were ever pregnant due to potentially either discriminatory hiring practices or a toxic work culture and so the business would never be under an obligation to provide maternity pay. Further, the function of tax is to improve public infrastructure and unless one is against empowering women to remain in the workforce, improving infant health, and reducing symptoms of postpartum depression it seems inane to believe this is outside the remit of the British government which provides public healthcare (Maven).

While Badenoch also believes that people need to have more personal responsibility, as she states there was a time when there was no maternity pay and people were having more babies, she needs to be more conscious of shifting societal norms and trends (Francis). As a society, we are moving into a time where ESG is becoming increasingly relevant and there is an expectation that companies support their employees. There is a financial burden associated with children and Britain’s falling fertility rate can likely be linked to austerity (Robinson). With the cost of living crisis and the fact that in 2023 UK was forecasted to be the only major economy to shrink, it is natural for people to be reluctant to grow their families and it is an example of them displaying personal responsibility.

Accessible Entry Into The Workplace

Women deserve to have accessible entry into the workforce and a means to gain financial independence without being constrained due to inequality in the workplace. They should have an equal right compared to men to pursue work opportunities and advance their careers- a public infrastructure which supports this not only empowers women but also bolsters its economy. For instance, companies who are more diverse are reported to be more likely to have returns above national industry medians (Hummel). While this may not be a result of causation, research also shows that when women can earn and control their earnings, their children are more likely to be educated and their household income grows which in turn grows the economy (Gates Foundation). Aside from the economic impact, women’s economic empowerment also leads to a reduction in gender-based violence, increased political participation, and assists in disaster risk reduction (UN Women). Empowering women and enabling them to access the workplace through measures like legislating for maternity pay has positive benefits for society on every level.

Societal Implications

Research shows the positive impact of maternity leave on infant mortality rate and maternal stress, and maternity pay enables those pregnant to access these resources available to them. However, taking a long leave increases the risk of being fired or demoted and affects co-workers’ perception of how committed they are to their job. This bias was not restricted to men but was seen in both genders which helps explain how Badenoch, as a mother, can advocate against maternity pay and for increased personal responsibility (Hideg et al.). These negative effects on one’s prospects in their workplace defeats some of the purpose in providing maternity leave and pay as mothers will still need to make a choice between using it and suffering the negative impact on their career, or prioritizing their livelihood. In fact, a study by Harvard Business Review showed that those who have a career break due to being fired are more likely to be called to interview then those who have a career break due to childcare (UMA). It seems ridiculous and yet it is clear that there are negative connotations attached to those pregnant utilizing their right to maternity leave and pay.

It is overwhelmingly clear that maternity leave and pay is important to empower women and for societal improvement, but it can be difficult to make advancements due to the negative connotations associated with maternity leave. When the call is also coming from inside the house, from mothers like Kemi Badenoch, it becomes evident the barriers that need to be removed before ensuring equal rights in the workplace. It is vital to remember that maternity leave and pay is important and that it has a tangible positive impact on parents and children.