Women's Employment and Job Continuity Around Childbirth: Leveraging Data from the 1996-2023 SIPP

Background
Over the past several decades, maternal employment patterns in the United States have shifted significantly, yet many mothers continue to experience employment disruptions after childbirth. While prior research has focused on whether mothers remain employed post-birth, less is known about job continuity—whether mothers return to the same employer or transition to a new job. This gap in understanding underscores the need for research into the patterns of job continuity following childbirth and the factors that influence these patterns.

Method
This study utilizes longitudinal data from the 1996–2023 Survey of Income and Program Participation (SIPP) to examine patterns of maternal employment and job continuity around childbirth. Sequence analysis is employed to identify distinct post-birth trajectories. Further, I use a difference-in-differences approach to examine the effect of state-level paid family leave (PFL) programs on the employment trajectories and job continuity.

Results
The analysis identifies three distinct post-birth employment trajectories: the first trajectory is characterized by mothers who remain employed at the same job, which accounts for 45.1% of mothers; the second trajectory involves mothers who transition to a different job, representing 29.2% of mothers; and the third trajectory is labor market withdrawal, observed in 25.7% of mothers. These findings highlight that over half of mothers experience some form of job discontinuity after childbirth. Additionally, specific demographic groups are more likely to follow particular trajectories. Black mothers, younger mothers, unmarried mothers, and those living in poverty are more likely to transition to a different job, while first-time mothers, low-educated mothers, and those living in poverty are more likely to withdraw from the labor force. Difference-in-differences estimates suggest that state PFL is associated with a reduced likelihood of mothers with higher-order births transitioning to a different job.

Conclusion
The study underscores the complexity of maternal employment patterns following childbirth, revealing significant job discontinuity among mothers. The findings indicate that the availability of state-level PFL can be an effective policy measure to reduce the likelihood of mothers transitioning to a different job, suggesting that paid family leave policies could play a crucial role in supporting job continuity and alleviating economic insecurity for mothers. However, to be most effective, PFL policies must include broader job protection features. Policymakers should consider expanding PFL to improve labor market outcomes for mothers and address disparities in employment experiences across different demographic groups.