The motherhood shift: Why NZ businesses risk losing their most experienced talent

Mother’s Day is a moment to celebrate, but it is also a useful lens on a major workforce shift in New Zealand.

Mothers now make up a significant share of the workforce, yet the way work is designed has not evolved at the same pace. The result is a growing gap between what employers offer and what this critical talent group actually needs.

For organisations focused on growth, productivity and retention, this is not just a social issue, but a commercial one.

Mothers are now mid-career, not early-career

The timing of motherhood has shifted significantly. The median age of mothers in New Zealand is now 31.7, and births to women under 25 have dropped to record lows.

This means motherhood is increasingly happening during peak career years, when professionals are stepping into leadership roles and delivering high value to organisations.

For employers, this creates several challenges:

• Talent disruption at a more senior level

• Interrupted leadership pipelines

• Experienced women stepping sideways, down, or out of the workforce

The talent gap is no longer at entry level. It is happening mid-career.

Flexibility is now more important than salary

Data from a recent study shows a clear shift in priorities:

• 76 percent of working mothers value flexibility more than salary

• 63 percent say flexibility is the number one change needed to make work sustainable

This is a significant change in how candidates assess opportunities. Flexibility is no longer a perk – it’s a core requirement.

At the same time, many organisations are reducing flexible work options as return to office expectations increase. This creates a clear risk as employers who pull back on flexibility are likely to reduce their access to talent.

A significant workforce group, but not equally supported

Mothers are a major part of the workforce. In New Zealand, 35 percent of working women are mothers, and female participation sits at around 66.5 percent.

However, mothers are more likely to:

• Work part-time

• Be in lower-paid roles

• Experience slower career progression

There are also differences within this group. Sole mothers have less access to flexible work than partnered mothers, despite often needing it more.

The double standard still exists

Workplace perceptions continue to show a gap between mothers and fathers.

• 50 percent of workers believe mothers are held to higher standards

• Only 17 percent say the same for fathers

These perceptions influence hiring decisions, promotions and access to opportunities over time.

Why this matters for employers

New Zealand businesses are facing ongoing talent shortages, while at the same time, a highly skilled group of workers is being underutilised and lost from the workforce.

This creates a clear mismatch between:

• Demand for experienced talent

• Available but under-leveraged supply

Organisations that are responding well are:

• Designing flexible roles from the start

• Offering part-time or fractional leadership roles

• Focusing on outcomes rather than hours

What we are seeing in the market

From a recruitment perspective, several trends are emerging:

• Candidates are prioritising flexibility over salary

• Interest in portfolio and fractional roles is increasing

• Employers offering flexibility are attracting stronger talent

• Those without flexibility are struggling to fill roles

The gap between candidate expectations and employer offerings is widening.

Motherhood is reshaping the workforce in real time. Employers who adapt have an opportunity to unlock talent, improve retention and build stronger teams. Those who do not risk falling behind in an already competitive market.

Mother’s Day is a reminder of the role mothers play in our lives. It should also prompt organisations to rethink how work supports them.

When work works for mothers, it works better for everyone.

If these trends are creating challenges or opportunities within your organisation, now is the time to rethink how your workforce is structured, how roles are designed, and how you attract and retain top talent.

At Tribe Group, we work with businesses across New Zealand to understand changing candidate expectations, strengthen hiring strategies, and connect organisations with the right people to drive success. If you would like to discuss what this means for your workforce, we would welcome the conversation.