My question on government’s approach to promote breastfeeding and assist working mothers to continue breastfeeding was today listed as question number 4 on the Order Paper and was answered by the Minister of Health, Datuk Seri Dr. Subramaniam.
In my supplementary question, I recorded my gratitude towards the Ministry of Health and Serdang Hospital as both of my kids were born in Serdang Hospital and it was the place where I started breastfeeding.
As part of the effort to promote breastfeeding, public servants are now entitled to 3-month maternity leave and milk bottles are not allowed in government hospitals. However, the challenge to continue breastfeeding for at least 6-month and preferably up to 2 years starts only when the mothers return to work.
The Third National and Health Morbidity Survey, 2006 indicated that the overall prevalence of exclusive breastfeeding below 4 months was 19.3% whilst exclusive breastfeeding below 6 months was 14.5%. This is far below the global rate, which is about 38% EBF at 6 months.[1]
In NHMS III, the percentage of infants who were exclusively breastfed fell rapidly after the age of two months. Studies suggested that working negatively affected breastfeeding.
To further promote breastfeeding, I would like to suggest our government to learn from countries such as USA and Philippines.
In USA, the Fair Labour Standards Act (FLSA) of 1938 was amended in 2010 to require an employer to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express milk. The employer must also provide a place, other than a bathroom, for the employee to express breast milk.
Philippines Expanded Breastfeeding Promotion Act of 2009 not only requires employers to put up lactations stations, but also requires “lactation periods” for breastfeeding employees, in addition to time-off for meals, to allow them time to express their breast milk. This period should be less no less than a total of 40 minutes for every eight-hour working period.[2]
Dutch law states that when an employee wishes to breastfeed her baby the employer is obligated to provide the first 9 months after the birth a suitable nursing room and allow for 25% of work time to be spend on feeding the baby or pumping while on pay. After the first nine months the employer is still required to assure conditions for breastfeeding are met (like timely breaks, nursing rooms, safe environment, etc.) but does not have to pay anymore for the time spend on breastfeeding or pumping.
Our government aims to increase female labour participation rates to 55% by 2015, which means more and more women will be involved in the labour market. As such, it is important for the government to improve the working environment, be it public or private sector, so that it will be become more and more mother-friendly.
[2] Expenses incurred by private health and non-health facilities, establishments or institutions in complying with the law will be deductible expenses (for income tax purposes) that can be up to twice the actual amount incurred.