Key challenges of managing pregnancy and new parenthood for mothers and fathers who work in small and medium-sized enterprises (SMEs) in the UK

The transition to parenthood is one of the most impactful
processes in working life and the single most important event
in the gendering of careers with adverse implications for gender equality. Despite considerable progress towards more
‘family-friendly’ working by large trailblazing UK companies,
evidence suggests that many small and medium-sized enterprises (SMEs) (employing 1-249 staff) lag behind in their recognition of the challenges parents face, and the implementation and promotion of ‘family-friendly’ work options.

Understanding and addressing the challenges in managing new parenthood within an SME context is important
because SMEs account for 99.9% of the UK business population. Previous research focuses on experiences of pregnancy, parenthood, and employment in large organisations
and thus excludes the majority of workers. SMEs often do
not have a dedicated Human Resources department or formal maternity or paternity policies, which can generate inequalities for those juggling work and care. However, less
hierarchical structures may also be associated with closer,
family-like relationships that influence the level and nature
of support provided to expectant and new parents.

This paper draws on data from 40 in-depth interviews with
expectant and new mothers and fathers (which is part of a
larger, Economic and Social Research Council (ESRC) funded study on the ‘Transition to Parenthood in SMEs’). We
conceptualise adaptions to new parenthood as a process
of mutual adjustment (employer and employee ad hoc bargaining) in the context of gendered organisations with the
key characteristics of SMEs (e.g., more informal staff management and resource scarcity). We find that participants
experience SME specific work-life reconciliation challenges,
but also identify good practice examples that both SMEs
and larger workplaces can learn from.