HR Info
Returning to Work Shouldn’t be a Barrier to Continued Breastfeeding
By Carol Ann Friedman, RN, IBCLC, and Program Director of Mothers at Work^®

According to the American Academy of Pediatrics and the Washington Business Group on Health, “for many new mothers, the return to work following maternity leave is often cited as a significant barrier to continuation of breastfeeding.”

All mothers have concerns about being separated from their babies. Though completely normal, this separation anxiety can seem overwhelming. If there’s a financial need for a mother to return to work, she may even feel as though she’s being forced by circumstance to separate from her baby, which can give rise to greater internal conflict. Ultimately, almost all new mothers face the same question: Is it really worth it to return to work? While every new mother has to answer that question in her own way and in her own time, the more supportive your organization is, the less conflicted she will be about returning to work. Also, when she does return to work, she’ll be more productive and better able to concentrate on her job if you have specific programs and practices in place.

Workplace breastfeeding programs and support are especially beneficial since many women feel less conflicted when returning to work when they know that they can still continue to provide the nutritional and health benefits of breast milk to their child. Keep in mind that many women hesitate to ask their employer for time and a place to express milk if the company doesn’t have a workplace breastfeeding program. They feel as though they’re asking for special treatment. So, if your organization doesn’t have a formal program in place, you might consider issuing an e-mail to employees or inserting an article into your company publication that expresses your support for nursing women.

How to Show Your Support

Support for breastfeeding mothers can come in many forms but one of the most essential is to provide a private room where mothers can express milk. Other important ways to support mothers include: offering access to quality breast pumps (often at a discounted price), a telephone support line or call center staffed with certified lactation consultants, education about the basics of workplace breastfeeding, and even education for the supervisors of nursing mothers. Again, if you do not have a formal program in place, the best advice I can offer is to communicate regularly with the nursing mothers in your organization. Ask what their biggest concerns are; listen to and acknowledge their feelings; brainstorm with them about possible solutions to their issues. It is extremely reassuring for new mothers to have this kind of personal support. Believe it or not, it also helps them to relax and express milk more easily.

Once a mother has made the decision to return to work and continue to breastfeed, there are other decisions and arrangements that need to be made. For example, she will have to:

	Find a caregiver whom she can trust her baby with during the workday.
	Help her baby learn to accept the caregiver.
	Decide on an effective method of milk expression, as well as where and when to do so.
	Educate herself about the main issues related to breastfeeding (e.g., how to maintain milk production; nutrition during lactation; milk collection and storage; etc.).
	Make arrangements with her manager to have time to express milk.

By providing a workplace breastfeeding program, you’ll help women in your organization address all of these needs. And, equally important, you will ensure their speedy return to work after maternity leave.