“You ask any mother, six months is barely anything. You barely get to feel human in those months,” said Snigdha Ghosh Roy, 41, who had two children 16 months apart. Her experience echoes the harsh reality many Indian working women face today.
When reports emerged that had allegedly exited two major film projects — Sandeep Reddy Vanga’s Spirit and potentially 2 — due to her post-motherhood, it sparked a conversation that went far beyond Bollywood and its demanding work culture. The controversy deepened when Vanga made a cryptic but pointed social media post accusing an actor of ousting the story of his upcoming film and “putting a younger actor down”.
While Padukone has not responded, and details of her film exit remain unclear, many were quick to point out a troubling attitude towards working mothers who dare to request flexibility. It is no secret that in India, there is a broader societal resistance to accommodating new mothers’ needs – a resistance that extends far beyond the entertainment industry into corporate India, where millions of women silently struggle to balance professional commitments with the demands of early motherhood.
At the trailer launch of her upcoming film Maa, actor responded to a journalist’s question about working mothers, saying, “I love the fact that you can work less and…” before being interrupted by husband Ajay Devgn. “Most of the industry, I would say, will not have a problem with this,” he said. “Nowadays, people do understand.”
Actor Neha Dhupia, sharing her view on Instagram, wrote: “For work-life balance to go beyond conversations, new moms need practical support and consideration. Instead, we often get shamed or sidelined.”
Housefull 5 director Tarun Mansukhani, while attempting to express support, sparked fresh controversy after comparing babies to dogs. “I want to go home and spend time with my dog. So I get the vibe and totally get the feeling. But just put it in the contract from the beginning, then everyone’s prepared,” he told India Today. Many found the analogy tone-deaf and poorly worded.
For most Indian working mothers, the mandated six-month maternity leave feels like a cruel joke. Roy said, “In the case of my older child, the company was understanding – my (WFH) policy was extended even after the entire office was back to working from office, post pandemic, but in case of my second child, I was told to opt for unpaid leaves. I couldn’t afford it.”
For Hirra Syed Anwar, 31, pregnant with her second child, job hunting has been difficult. “Many employers seem wary of maternity leave, especially after the Supreme Court’s recent ruling making it a fundamental right,” she said, adding that fellow working women have advised against applying now, warning, “No employer will hire you this close to delivery.”
Deep Priya, 32, recalls the silence after she requested to continue working from home. “The HR got back to me only after a few follow-ups. I felt discouraged from asking again.”
Geeta Dhawan, 32, fortunately, had a positive experience. “The small startup of around 25 people I work with offered me a lot of flexibility. I was allowed to work from home and visit the office for only four-five hours on select days. This made my transition back smoother. My reporting manager, a mother herself, was extremely supportive and empathetic.”
Dr Shifa Yadav, mother and dermatologist, said, “When I got back from maternity leave, I noticed that my roles and responsibilities had changed in a quiet way. Even though the job title stayed the same on paper, important projects and chances for growth were often missed.”
Many Indian women experience this kind of quiet sidelining, she says, where being a mother is unfairly linked to being less capable, and career growth stops without open conversations or supportive leadership.
Breastfeeding is one of the most physically taxing parts of early motherhood, and workplaces rarely make room for it. The World Health Organization recommends exclusive breastfeeding for the first six months, yet many Indian mothers are forced to wean earlier due to workplace constraints.
Roy, who had to return to work while breastfeeding, said, “The office didn’t have a pumping room. They suggested I use the washroom; obviously, I refused.” She ended up weaning her baby at five months. “It was physically and emotionally painful.”
Priya said her baby, exclusively breastfed, struggles to switch to formula. “Feeding him between meetings is hard. I need full concentration at work, but sometimes he’s fussy or sick, and I’m torn.”
The medical community supports longer recovery periods. Dr Nidhi Rajotia, senior consultant, obstetrics and gynaecology at Artemis Hospitals, recommended “at least three months post normal delivery or caesarean, which may be extended to six to eight months as per individual requirements and recovery.” She emphasised that for high-stress jobs, the recovery period should be even longer to support both physical and mental health.
Dr Rajotia also warned about the health consequences of not having enough time or space to breastfeed or pump. She said it “can , stressed, and have less milk, which can affect her physical recovery and emotional health. It can also raise the chance of getting infections like mastitis.”
Yet workplace realities often don’t align with medical recommendations. Sonica Aron, founder and CEO of Marching Sheep, explained the organisational perspective: “While childbirth and postnatal care are every woman’s right, organisations also work within tight budgets and demanding targets. When a woman returns from maternity leave – usually six months – she often needs time to settle back in.”
The psychological impact of inadequate workplace support for new mothers is profound and long-lasting. Meghna Kanwat, clinical psychologist at Lissun, said, “Returning to work after childbirth presents mothers with a complex blend of emotional, psychological, and cultural challenges, including guilt, anxiety, and a deep sense of overwhelm. These struggles often stem from attachment concerns, societal ideals that glorify both perfect parenting and unwavering professional dedication, and the internal conflict of balancing both roles.”
Kanwat also noted, “In India, these pressures are intensified by cultural expectations of self-sacrificing motherhood, criticism from older family members, and limited support systems in nuclear families.”
Juslin Jacob, psychologist at Mpower, Aditya Birla Education Trust, captured the emotional complexity, stating that returning to work after childbirth isn’t just clocking back in, it’s walking a tightrope strung between two worlds. “Mothers carry the emotional weight of guilt, the ache of separation, and the anxiety of meeting expectations both at home and in the workplace,” she said.
The lack of workplace flexibility compounds these mental health challenges. “Being perceived as less focused on work or available can dent a mother’s professional identity and self-confidence. In the long-term, they may question their own capability, despite clear past achievements, social withdrawal at work, and even depressive symptoms associated with feeling misunderstood or left out,” said Rima Bhandekar, psychologist at Mpower.
HR professionals acknowledged the complexity of supporting new mothers while maintaining business operations. Kamakshi Pant, chief business officer, Taggd, identified key challenges: “Biases continue to persist from both managers and peers, which often result in lesser opportunities being offered to new mothers. This at times is true even for the most stellar performers. Some companies have devised special programs to coach managers of new mothers to overcome such biases, but in most cases, this is an ignored area.”
She also pointed to structural issues, “Job roles are not often designed to allow flexibility, and in situations like these it becomes unviable to provide a fair working opportunity to the new mothers.”
The lack of childcare support is another major barrier: “Without access to trustworthy childcare facilities or company-supported creches, new mothers struggle to , especially when hybrid models require occasional office presence,” she said.
However, progressive companies are developing comprehensive support systems. Pant described evolving programmes: “Return-to-work programmes post-maternity leave in India are increasingly structured to support new mothers through various initiatives. While not universally implemented, many companies are recognizing the need for formal programs to ease the transition.”
Experts across fields agreed that meaningful change requires both policy reform and cultural shifts. Aron emphasised the importance of communication, saying “Managers need to talk to their team members; ask them about their aspirations and how they want to shape their careers, rather than making assumptions based on age, gender, or life stage.”
From a mental health perspective, Kanwat outlined organisational best practices: “Supportive measures like flexible return-to-work plans, paid parental leave, and childcare support can greatly ease a mother’s transition back into the workforce.”
She also emphasised the importance of cultural change: “Building a culture that values care, , and embraces flexibility over rigid productivity models can profoundly improve both maternal well-being and long-term employee engagement.”
Dr Rajotia recommended practical workplace accommodations – regular breaks at work that can help mothers get better physically and feel less tired. Flexible hours allow women to manage their postpartum needs, including breastfeeding and rest. “Giving women a private, comfortable place to pump encourages milk production and comfort. Getting emotional support from colleagues and bosses can also help your mental health,” she said.
