9 Month Club

Creating a more supportive workplace for new and expecting parents

What are companies currently missing?

There is more to the journey of parental leave than the number of weeks taken, KIT days and return to work dates. Companies forget about the parent’s well-being and the support that is needed throughout this challenging time.

What does parental leave look like now?

Today companies see parental leave as a legal requirement and at best companies perform it transactionally. Even “good” companies can fail on maternity /paternity leave.

What do the 9 Month Club Offer?

We provide wellbeing services to parents entering and returning from parental leave.

We provide a supported step by step programme which maps the journey from the time you are expecting a baby all the way through until their return to work. We help support parents at pivotal stages during the first year and beyond.

Why is change important?

Did you know that 69% of fathers and 56% of mothers are more likely to switch jobs after having their first child because the workplace is not living up to their expectations of support?

Engaging the 9 Month Club means that your working parents are supported through a menu of options designed to enhance the support you provide to parents, increase workforce productivity and reduce staff turnover.

Today’s generation of parents are determined to build families without postponing, deprioritizing, or giving up on career ambitions. Yet they’re worried about careers post-baby, and they’d give up a lot (including money) for an employer that is family-friendly.

The 9-Month Club was created as a specialist consultancy, supporting working parents and their employers in developing supportive and innovative workplaces that support working parents empathetically, while helping them reach peak productivity.

70% of first-time parents admit that their work impacted the timing of their first baby. While fewer than one-in-five of all new mothers, and 29 per cent of first-time mothers, return to full-time work in the first three years after maternity leave.

Employee turnover will have a negative impact on an organisation’s performance.

An average employee costs a UK business £11,000 - £30,000 to replace.

Creating wellbeing strategies for expecting, new and returning parents can reduce turnover and increase employee retention.

For working women and men planning to build a family, there’s far more to consider than the traditional elements of health, marriage, home-ownership, and savings. At the top of today’s list is their employer.

Today’s new parents — largely in dual-income households — are excited by work; it fulfils them. And they have no intention of giving that up as they plan for a family. As a result, for many people, family planning starts in the office.