Breastfeeding: who benefits? 
who pays? 
  

When babies are well-fed 

Everyone benefits when our children get the nourishment they need in order to develop their full potential---as students, as family members, as the next generation of workers. 

When women are healthier 

Everyone benefits when breastfeeding mothers can rebuild their bodies' iron stores after pregnancy.  Iron-deficiency anemia affects 500 million women in developing countries, robbing women of energy and making them less productive at work.  Everyone benefits when older women have lower rates of osteoporosis and breast and ovarian cancers. 

When babies are strong and resist infections 

Everyone benefits when babies are protected against ear and respiratory infections and diarrhea.  Caring for sick babies uses time and money and takes parents away from their jobs. 

When milk for babies is produced at home, not purchased 

Everyone benefits when mothers provide milk, their own natural  
resource.  Buying breastmilk substitutes can cost a family from  
5% (New Zealand) to 50% (Indonesia) to more than 200% (Nigeria) 
of the national minimum wage.  For a nation, importing baby  
milks and foods uses up scarce foreign exchange.   

Everyone benefits when babies are breastfed.   
Everyone should share the costs. 

Women in the workforce 

Women supply the main financial support for 30% of the world's homes. Women make up 50% of potential workers. Increasing numbers of women are spending their childbearing years in the workforce.  By 2010, it is predicted that 70% of women will be employed during their childbearing years.  

The purpose of maternity protection is to safeguard the woman, her baby, and her job. 

Workplace effects when workers have babies 

If women workers leave the job when they have children, employers bear the costs of high  turnover, including recruitment, hiring, orientation, and training of new workers. If workers are distracted by family concerns such as sick children, employers bear the costs of  increased absenteeism and lower productivity. By acknowledging and accommodating workers' family concerns, employers reap the benefit of increased employee loyalty and productivity. 

An efficient, stable, and loyal workforce gives a competitive advantage to the employer. 

Costs for Maternity Entitlements that fully support breastfeeding 

• 4 months minimum maternity leave after birth
• 2 half-hour breastfeeding breaks daily up to one year after birth
• facilities for breastfeeding or expressing milk in the workplace

Maternity Leave 

• income replacement for worker on leaveat least 67% (2/3) of regular pay
• replacement worker during her absence
• re-training when she returns

Breastfeeding Breaks 

• 2 half-hour breaks per day = 1 hour per day =12.5% (1/8) of regular pay
• 8 months x 1/8 of regular pay = 1 additional month of regular pay
• replacement worker during breaks 

Facilities 

A breastfeeding woman needs: 

• Access to a small, clean space with room to sit down and perhaps a door or curtain
• Access to a sink and tap
• Secure storage for milk, e.g. a locker, or space for a container at her work station

In addition to the standard solutions of employee and employer contributions under a compulsory social insurance scheme, here are some innovative ideas from Swaziland: 

• An employer may start a special fund and receive a tax rebate incentive from the government.
• A special national fund could be established by a one-time deduction of 1% of one month's earning from every employee. As new workers enter the workforce, each one pays the same deduction.
• The fund could be sustained by the following schemes: special taxes or levies, such as a levy on foreign vehicles entering the country, a levy on tolls, fuel or tire sales, on gate-takings at sporting events or entertainments, on drinks or refreshments; a  percentage of life insurance benefits which are unclaimed by survivors; local or international donations.