[vc_row][vc_column][vc_column_text]If you have no experience with breastfeeding or support breastfeeding employees, you may understandably not realise what is involved in balancing breastfeeding and paid work, and what support breastfeeding employees may need. In this guide we provide an overview of breastfeeding and its benefits, ways a mother may continue to provide breastmilk for their child upon return to work, and why it is important to support breastfeeding employees.<\/p>\n
Breastfeeding is providing human (breast) milk for a child either directly (baby\/child feeding at the breast) or indirectly such as expressing with hands or an electric pump and feeding the baby via bottle (or via a cup or feeding tube). Breastmilk is produced on a supply and demand system: the more milk is removed from the breasts the more is produced. Therefore a change in the frequency of feeds \/ expressions, say as a result of return to work, can impact a mother\u2019s milk supply. A change in milk supply can impact an infant feeding journey, even leading to stopping breastfeeding earlier than desired, which can negatively impact maternal wellbeing.<\/p>\n
The World Health Organisation recommends that children are fed exclusively with breastmilk for the first six months and then fed breastmilk alongside solids until 2 years and beyond. For some mothers these recommendations are an important factor in their decisions around how to feed their child and for how long.<\/p>\n
Children under 6 months will likely solely be fed milk (whether breastmilk, infant formula milk or both) and once children have been introduced to solids (usually around 6 months) milk still remains a key source of nutrition until 12 months. At 12 months children can be given cow\u2019s milk (or alternative) as a drink if desired. Older children will likely have fewer milk feeds and go longer between feeds. Natural term weaning or child-led weaning is the process when children reduce and eventually stop breastfeeding of their own accord without any intervention from their parents. Natural term weaning typically happens between aged 2 and 7 but can be earlier or later.1 There is not a specific upper limit on breastfeeding, and it is good practice to support a breastfeeding employee for as long as they and \/or their child wishes to breastfeed. It is worth noting that older children are likely to have only one or two breastfeeds so necessary accommodations are likely to be minimal \u2013 but there may be constraints such as travel and working outside of normal working hours.<\/p>\n
Breastfeeding provides benefits for both the child and mother.2 Benefits for the child include health and cognitive developments. Breastfeeding also provides important connection and emotional reassurance for children. Breastmilk has immunity properties so can help reduce (length of) child illness. Breastfeeding provides lasting benefits for mothers and has been shown, for example, to reduce the risk of breast cancer, and potentially the risk of type 2 diabetes and ovarian cancer.<\/p>\n
Our study has shown that supporting mothers with their feeding choices can have a huge benefit in terms of their mental and physical wellbeing. The act of breastfeeding releases oxytocin, a hormone that promotes relaxation and can help combat stress and anxiety. For many mothers, these moments of closeness help ease the challenges of balancing work and parenting, while providing a sense of continuity for the child.<\/p>\n
Many of the adjustments are likely to be short term as the needs will likely change as the child grows older. As highlighted by the NHS3 there are several ways a mother may continue to provide breastmilk upon return to paid work:<\/p>\n
Whilst there are benefits for mothers, children and employers for supporting breastfeeding employees, it is worth mentioning it is important to support breastfeeding employees from a health and safety perspective. Breastmilk is comprised mainly of water and producing breastmilk requires energy; mothers may require up to 500 extra calories4 a day whilst breastfeeding. Therefore, good hydration and nutrition is very important for mother\u2019s milk supply and health. Breastfeeding employees will need sufficient time during their working day to ensure they have adequate nutrition and hydration, as well as for breastfeeding \/ expressing breastmilk if they are doing so.<\/p>\n
Changes to feeding patterns can lead to changes in milk supply and bodies may need to adjust to new feeding patterns. Therefore some breastfeeding employees may become engorged (breasts become full) which requires them to express (by hand or using a pump)for comfort to relieve the pressure. Becoming engorged increases the risk of getting mastitis (which is a painful inflammation of the breast tissue and can be serious). Therefore it is important that employees can express for comfort purposes when needed and where they are regularly expressing for their child do not go too long between expressions, which can increase the risk of engorgement \/mastitis.<\/p>\n
Some employees may need to express milk to maintain their milk supply (i.e. signal the body to keep producing breastmilk) as otherwise they may not be able to produce enough milk for their child which may impact their infant feeding plans\/goals. Further being able to maintain supply is important from an emotional wellbeing perspective.<\/p>\n
Many mothers and their children in our study adapted to changes in feeding patterns well and within a few weeks or so. Therefore the need to express for comfort reduced after the first few weeks. For some a change to feeding patterns led to the child making up feeds in the evening and overnight which led to increased fatigue. Therefore some employees may need additional rest breaks or accommodations to manage fatigue.<\/p>\n
Jane<\/span> returned to work when her child was 6 months and she continued breastfeeding. For the first 3 months after her return to work (until her child was 9 months) Jane needed 2 x 30min breaks during her working day (one mid-morning and one mid-afternoon). After the first 3 months she needed only one break (around the middle of her working day). After 6 months (when her child was 12 months) she needed no additional breaks but was unable to attend evening events as she fed her child to sleep. There may be less typical breastfeeding circumstances that are useful to be aware of which may require the need to express breastmilk intensively for several weeks, requiring more regular breaks. It will be particularly important to discuss the specific needs of the employee with them. Examples include:<\/p>\n Such circumstances may not arise but If you want to understand more about these, especially if such a situation does arise, we have provided links to some useful resources in Employer Guide 9.<\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_separator][\/vc_column][\/vc_row][vc_row][vc_column][vc_basic_grid post_type=”post” max_items=”10″ element_width=”3″ orderby=”title” order=”ASC” item=”821″ grid_id=”vc_gid:1771406988410-4b2c4b65-9032-1″ taxonomies=”18″ exclude=”777″][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"
\nAyda<\/span> returned to work when her child was 9 months old and her child attended Ayda\u2019s workplace\u2019s onsite nursery. Ayda fed her child at the onsite nursery when dropping off her child, during her lunch break (extended by 30 minutes) and upon picking her child up. When her child was 11 months she no longer needed the extended break.
\nSade<\/span> returned to work when her child was 12 months. She did not need to feed or express milk for her child during work hours. However, in the first 2 weeks after returning she needed an additional 20 minute break to express for comfort. Her child fed overnight so she was not able to travel overnight for work until her child was 30 months and slept through the night.<\/p>\nA note on other breastfeeding circumstances<\/h3>\n
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References<\/h3>\n
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