Evaluating the Relationship Between Workplace Breastfeeding Support and Employment Guilt in Working Mothers.

Abstract

Background: Mothers working in organizations where breastfeeding support is inadequate may experience employment guilt, which refers to the feelings of conflict or distress related to balancing work responsibilities with breastfeeding and may eventually feel the need to stop breastfeeding.

Research aim: This study aimed to evaluate the relationship between workplace breastfeeding support and employment guilt among working mothers.

Methods: This cross-sectional study (N = 147) was conducted with mothers who were both breastfeeding and working in Türkiye between 1 December 2022 and 31 May 2023. Participants were recruited using an online survey distributed via social networking websites and mobile communication applications. The data were collected using a Personal Information Form, the Workplace Breastfeeding Support Scale (WBSS), and the Maternal Employment Guilt Scale (MEGS).

Results: The primary outcome measure was the relationship between workplace breastfeeding support and employment guilt. As workplace breastfeeding support decreased, the employment guilt levels of the participants significantly increased (t = -5.389; p < 0.001). The secondary measures included the sociodemographic, obstetric, workplace-related, and breastfeeding concern-related characteristics of the participants. As satisfaction with breastfeeding support in the workplace increased, we found higher income level, lighter heavy workload (t = 2.360; p = 0.016), less report of breastfeeding leave from the workplace (t = -2.668; p = 0.009), and more anxiety due to unsuitable conditions for expressing milk and breastfeeding at work (t = 5.052; p < 0.001). Employment guilt total scores were higher in individuals with an education level of high school and below (t = -3.155; p = 0.002), private sector employment (t = -2.785; p = 0.006), and less leave after childbirth (t = -3.042; p = 0.003). They also reported more worries about not being able to take as much unpaid leave as desired due to economic reasons (t = 2.282; p = 0.024), unsuitable conditions for expressing milk and breastfeeding at work (t = -2.058; p = 0.041), and infant care and nutrition when returning to work (t = -1.990; p = 0.049).

Conclusion: Inadequate workplace support for breastfeeding can hinder successful breastfeeding, resulting in employment guilt among mothers. Organizations choosing to provide good breastfeeding support might consider improving leave policies, in particular in relation to breastfeeding. They might also consider support for childcare and appropriate facilities for expressing milk. Healthcare professionals could help inform and increase awareness among mothers who consider returning to work after childbirth about the necessity of breastfeeding-supportive conditions in the workplace.