75% of Moms Plan To Return To Work, But Do They Know Their Breastfeeding Rights? 75% of Moms Plan To Return To Work, But Do They Know Their Breastfeeding Rights? Women are a force in almost every industry. Working moms account for 47% of all workers and more notably, the fastest growing workforce segment includes women with children under the age of three. So, making sure that working moms understand their rights in the workplace is critical. Many of you have probably seen recent lawsuits alleging that working moms are forced to pump in “deplorable” conditions. From police departments to fast food restaurants, the increase in working moms who are breastfeeding is forcing the conversation around how businesses can best support moms when they return to work; whether that be in a corporate setting or even in a male-dominated industry. It’s a conversation that is long overdue, and worth our attention. Many of the women who are now speaking up are either in the workplace, or planning to return to work after maternity leave, and are dealing with a lack of necessary support from managers and colleagues to successfully continue breastfeeding. Additionally, many companies may be unaware of the laws that protect moms, do not have clear company policies, or simply do not know how to start a dialogue with their lactating or expectant moms. Recently, Aeroflow Breastpumps commissioned a third-party survey to see how expectant moms were feeling about returning to work. The results were surprising to some, but probably not to the moms who are living them every day: Over 75% of moms said they plan to return to work after having a baby 53% say that their place of employment either does not have a lactation room, has a room that is not adequate, or are not sure if a space exists Over 62% of expectant moms think there is a stigma attached to moms who breastfeed at work 49% are concerned that breastfeeding at work could impact their career growth 47% have considered a career change because of their need to breast pump at work And almost 35% have had a negative interaction with a co-worker because of breastfeeding/pumping Break Time for Nursing Mothers The federal Break Time for Nursing Mothers law requires employers covered by the Fair Labor Standards Act (FLSA) to provide reasonable break time for an employee to express breast milk for her nursing child whenever they need for one year after the child’s birth. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. The break time requirement became effective when the Affordable Care Act was signed into law on March 23, 2010. Additionally, eligible mothers are to be provided with at least twelve weeks of unpaid maternity leave with no repercussions. This is a substantial amount of time for mothers to heal and bond with their newborns, considering that it takes an average of six weeks to physically recover from giving birth. Breastfeeding In The Blue Collar And Service Industries There is a common misconception that these benefits and protections only apply to corporate environments, but moms in blue-collar and service industries deserve support as well, sometimes even more given the additional challenges. Many moms in physically demanding positions struggle to find time to take breast pumping breaks during their shifts. During an eight-hour day, moms will need to pump two to three times, possibly more during longer shifts. Waitresses are often too busy handling multiple tables to suddenly stop for a pumping break, and policewomen are often traveling in the field. These mothers are simply unaware of when and where they will be able to pump,partly due to the fact that many businesses still have not provided nursing mothers with an adequate lactation room. These factors can make it easy for mom to give up on her breastfeeding goals, but there are many ways employers can help. Ways To Support Breastfeeding Moms 1. Start the conversation and have a clear policy in place. This sounds simple, but it’s amazing how many companies do not take this simple first step. When managers lead by example and show the rest of their team that they support their moms, it will affect the entire company’s perception and attitude. 2. Be informed. Take the time to educate yourself on the laws in place, how they apply to your company and why breastfeeding is good for moms, babies and employers. 3. Ask moms what they need to maintain a comfortable pumping schedule and work with them to accommodate these needs. Involve your team to help cover the workload during breaks. Moms don’t need more than 20 minutes, and can help cover tasks when other employees are busy. 4. Create a space for them to breast pump. Find an unused office or room to easily convert, even on a construction site. Outfit it with a chair to relax in, a surface to place their breast pump and accessories, and a mini fridge for milk storage. An area with a water source nearby is best, for hand washing. If absolutely no space is available, consider other options, such as a popup tent. 5. If your working mom is out in the field, allow them to come back to the office or station to breast pump. You can also use the pumpspotting app to find lactation rooms conveniently located along their routes. It’s Time To Start Supporting Breastfeeding Moms As businesses face a more competitive recruiting landscape, a family-centric and supportive plan will serve as an advantage to skilled job seekers, while engaging and retaining existing employees. Not only is it good for both mom and employer, it’s also, in many instances, a mother’s right to have these benefits. Jennifer Jordan Jennifer Jordan is the Director of Mom and Baby at Aeroflow Healthcare, a durable medical equipment provider that has provided breast pumps through insurance to hundreds of thousands of women. Jennifer works directly with new and expecting moms to support their breastfeeding needs.