Maternity leave—it sounds like a relaxing time filled with baby cuddles, long naps, and catching up on Netflix, right? Well, not quite. There are many misconceptions about what maternity leave actually is, how it works, and who can take it. Let’s break down some of the biggest myths so you know what to expect.

Maternity Leave is Only for Mothers

This is probably the biggest myth out there. While the term “maternity leave” is often used, many workplaces offer parental leave, which means fathers, partners, and even adoptive parents can take time off to bond with their new child. Some companies specifically offer paternity leave for dads, and a few progressive employers allow parents to split their leave between them.

So, if you’re a dad thinking, “Maternity leave is not for me,” think again—many policies allow fathers to be home with their newborns too.

Maternity Leave is a Long, Paid Holiday

If you think maternity leave is an extended vacation, let me stop you right there. Taking care of a newborn is a 24/7 job with no lunch breaks, performance bonuses, or early knock-offs. Many new parents experience sleepless nights, endless nappy changes, and emotional rollercoasters. It’s rewarding, but it’s definitely not a break.

On top of that, maternity leave isn’t always fully paid. Some companies cover full salaries, others pay a percentage, and some only offer unpaid leave. In South Africa, employees can apply for benefits from the Unemployment Insurance Fund (UIF), but it’s usually only a portion of their salary.

Maternity Leave is a Burden on Employers

Some employers worry that offering maternity leave will negatively impact their business. However, research has shown that companies that support parental leave actually experience higher employee retention and better productivity. When employees feel valued and supported, they’re more likely to return to work and stay loyal to the company.

So, instead of being a burden, maternity leave can actually be an investment in happier, more committed employees.

Maternity Leave is Only for Biological Mothers

Not true! Adoptive parents and foster parents can also qualify for leave. The idea behind parental leave is that children need time to bond with their caregivers, whether they’re biological parents or not. Some companies even allow same-sex couples to take parental leave, depending on their policies.

Employees Can Just Use Their Sick or Vacation Days Instead

Some people think maternity leave isn’t necessary because new parents can just use their sick leave or annual leave. But here’s the thing—maternity leave is specifically designed for the physical recovery of the mother and the bonding period with the baby. It’s a separate entitlement, not a “bonus holiday.”

Plus, let’s be real—can you imagine using all your sick leave just to have a baby, and then having nothing left when you actually need it for, well, sickness?

Employees Should Be Ready to Work the Minute They Return

Coming back to work after maternity leave is a big adjustment. New parents might still be sleep-deprived, dealing with childcare arrangements, or struggling with separation anxiety. Some may even feel out of touch with their work after being away for months.

Good employers help ease this transition by:

• Offering flexible working hours

• Allowing remote work or hybrid schedules

• Providing “Keep In Touch” (KIT) days so employees can gradually re-integrate into the workplace

• Checking in regularly to offer support

A supportive environment can make all the difference in retaining talented employees after maternity leave.

New Parents Always Feel Happy and Ready to Return

Maternity leave is an emotional time. Some parents can’t wait to get back to work, while others dread leaving their baby. Postpartum depression and anxiety are very real, and the pressure to “bounce back” can be overwhelming.

Instead of assuming all new parents are excited to return, it’s important to be empathetic. Employers and colleagues should create a culture where employees feel comfortable discussing any struggles they may have.

Maternity Leave is Only for Newborn Care

Maternity leave is about more than just feeding and changing nappies. It’s a critical time for:

• Physical recovery from childbirth

• Establishing breastfeeding (if applicable)

• Building a routine with the baby

• Emotionally adjusting to parenthood

The idea that maternity leave it just for looking after a newborn ignores the full experience of becoming a parent.

Employees on Maternity Leave Lose Career Opportunities

Unfortunately, some workplaces still treat maternity leave as a career setback. Women returning from leave might feel like they’ve missed out on promotions or important projects.

The best workplaces actively support career growth for new parents. This means offering mentorship, training, and development opportunities even after maternity leave. A good company values employees for their skills and contributions, not just for how many months they’ve been in the office.

Flexible Working Means Parents Aren’t Committed

Many parents request flexible working arrangements after maternity leave, like shorter hours or remote work. Some employers assume this means they’re less committed to their jobs, but that couldn’t be further from the truth.

If anything, working parents become time-management pros. They know how to juggle multiple responsibilities and get things done efficiently. Offering flexibility doesn’t mean lowering expectations—it means helping employees perform at their best while balancing family life.

Final Thoughts

Maternity leave is often misunderstood, but the reality is that it’s essential for both parents and children. It’s not a luxury or an inconvenience—it’s an important part of building a healthy, happy workforce.

If you’re an employer, consider ways to better support employees on maternity leave. And if you’re a new parent, don’t be afraid to advocate for your rights—because taking care of a baby is one of the most important jobs in the world.