Labor & Delivery (L&D) units were once seen as joyful places, welcoming new life, creating special bonds, and offering deeply rewarding work. But today, that joy is often overshadowed by stress and burnout. Between 2017 and 2021, job satisfaction among L&D and neonatal nurses fell sharply, reflecting the increasing weight of the role. Rising maternal and infant mortality, growing patient complexity, and emotionally draining events all contribute to a heavier workload and emotional toll on caregivers.
Why Nurses Are Burning Out
In the U.S., maternal mortality has climbed to more than four times the rate recorded in 1987, with Black women suffering disproportionately higher mortality compared to their White, Hispanic, and Asian counterparts. These sobering statistics reflect not just gaps in care, but also the systemic pressures nurses face as they work to safeguard both mother and child.
Substance use disorders during pregnancy add another layer of challenge. Nearly one in five pregnant women report recent use of alcohol, tobacco, or illicit drugs, which complicates pregnancies and can negatively affect outcomes for infants. Nurses in Labor & Delivery units are often on the frontlines of managing these cases, addressing both medical risks and the emotional stressors that come with caring for vulnerable families.
Obesity and related chronic conditions are also becoming increasingly common among pregnant patients. Women with obesity are at greater risk for preeclampsia, gestational diabetes, Cesarean deliveries, and neonatal complications. These cases require more frequent monitoring and often lead to higher-acuity interventions, placing additional demands on nursing staff who are already stretched thin.
All of these clinical factors take a toll. High-acuity emergencies, infant loss, and complex maternal health conditions can weigh heavily on the emotional well-being of nurses. Over time, the accumulation of these experiences contributes to higher burnout and turnover rates in women’s health compared to the national nursing average. For many L&D nurses, the once joyful environment of welcoming new life has become clouded by the strain of escalating challenges.
Strategies to Retain L&D Nurses
- Build stronger recruitment pipelines: Partner with nursing schools to expand obstetric rotations and give students early exposure to the specialty. Paid OB residency programs with mentorship and simulation-based training can significantly reduce first-year turnover.
- Create safe, sustainable staffing models: Evidence-based nurse-to-patient ratios that consider patient acuity protect both safety and morale. Flexible scheduling options, such as self-scheduling or part-time shifts, help nurses better balance their demanding schedules with personal needs.
- Invest in professional growth: Covering exam fees, offering completion bonuses, and establishing clinical ladder programs provide clear opportunities for advancement. These incentives encourage nurses to stay engaged and build long-term careers in L&D.
- Strengthen leadership connections: Frequent check-ins from managers, especially during the first month, can help foster trust and belonging. Shared governance councils also provide nurses with a voice in decisions regarding staffing, workflow, and resources.
- Ensure a safe work environment: Zero-tolerance policies for workplace violence, de-escalation training, and adequate security make staff feel protected. Stocked delivery rooms and reliable equipment reduce unnecessary stress and improve efficiency.
- Prioritize mental health and wellness: Regular debriefings, on-site counselors, and confidential hotlines support emotional recovery after critical events. Wellness rooms and programs, such as Code Lavender, provide immediate comfort and peer support to help nurses manage stress.
- Recognize and reward commitment: Retention bonuses at milestones such as one, three, and five years acknowledge loyalty. Pay differentials for this high-skill specialty show appreciation for the expertise required in L&D.
Comfort Measures That Make a Difference
Small but thoughtful steps can also help nurses manage the daily stress of L&D. One straightforward option is Elequil Aromatabs® aromatherapy, designed for clinical use. Worn discreetly on scrubs, they last eight hours or more, helping nurses manage stress and restore balance. Lavender-based blends can support calmness and ease anxiousness, while Orange-Peppermint and Orange-Ginger uplift mood and soothe queasiness.
Comfort measures, combined with broader staffing and support strategies, help keep nurses healthy, engaged, and at the bedside—where they are most needed.
To learn how to introduce Elequil Aromatabs® into your staff wellness program, contact info@beekley.com to request trial samples.
Melissa Vibberts
Director of Brand Management
