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Breastfeeding and the Working Woman: Maternity BenefitsAs of January 1, 2001, Bill C-204 to amend Canada's Employment Insurance Act went into effect in recognition of "success in a child's early years is the key to long term healthy development". The amendments were also intended to address problems of accessibility for new mothers to receive benefits. Previously, to be eligible one had to have worked a minimum of 700 hours during the past 52 weeks. This has now been reduced to 600 hours.
A sliding benefit payment structure, however, restricts potential use of the program by many women. Affordability remains an issue for many Canadian families. Although the maximum payout benefit of 55% with a maximum of $413 per week is available, the average weekly pay out during 1998, for example, was $277, which was even lower than the average of $297 paid out during 1992. Maternity benefits were increased from a total of 25 weeks of maternal/parental leave to a full year. Previous benefits provided for a benefit rate of 55% of average earnings up to a maximum of $413 per week. The improved benefits provide for 15 weeks of maternity and 35 weeks of parental leave with 55% of average earnings to a maximum of $413. And in other countries:
In a recent New Zealand survey, a return to work was identified by mothers as one of the most common reasons for stopping breastfeeding before 6 months2. Another study showed that mothers of Pacific Island origin identified a return to work as the primary reason for cessation of breastfeeding prior to 3 months3. This is an increasingly important issue as increasing numbers of women are returning to the workforce following the birth of a child. In 1996, 31% of women with a child less than one year of age were in the workforce, an increase of 10% since 19864. Under current provisions under the Parental Leave and Employment Protection Act 1987 either parent is entitled to a period of leave of 52 weeks while ensuring job protection. However, this leave is unpaid and is restricted to employees who have worked for at least 12 months for the same employer; the restrictions exclude seasonal, casual and contract workers from access to leave. About a third of New Zealand workers have some form of individually negotiated paid parental leave provisions in their contract5. In general, these involve women in the skilled labour force who are more difficult for the employer to replace. These women have more negotiating power to access the resources and facilities to breastfeed or pump in the workplace. The remaining two thirds include women with lower incomes, lower educational attainment, lower skill levels and who may engage in contractual or shift work, characteristics which are independent risk factors for the early cessation of breastfeeding. Maori and Pacific Island women are over-represented in this group. Even if they meet the criteria for parental leave, taking unpaid leave is not a genuine option for these women, for economic reasons. The imbalance of power over breastfeeding choices contributes to inequalities in health that are socio-economically or ethnically related. Infants from low income and non-Pakeha backgrounds are most at risk for the conditions over which breastfeeding has a protective effect, such as infectious disease and SIDS. They are also the least economically able to support the cost of infant formula, reducing disposable income for other necessities. In New Zealand, the Minister of Women's Affairs, Laila Harre, introduced a Member's Bill in 1998 asking for the provision of paid maternity leave. This did not proceed beyond the Select Committee stage. The Minister is strongly supported by women's groups such as the National Council of Women. These groups are working on the 14 weeks campaign to reintroduce the issue into parliament, supported by recent ILO amendments to the Convention and an international call for ratification by all countries.
In Sweden, rates of exclusive breastfeeding at 4 months has climbed from a low of less than 20% in the mid-seventies, to almost 70% in 1997. An additional 15% are partially breastfed at this age. These figures are high by international standards, despite significant female participation in the workforce. This phenomenon has been attributed to, among other initiatives, the provision of 450 days of paid parental leave and provisions for paid breastfeeding breaks during a working day for all nursing mothers, as well as crèche facilities. It is interesting to note that lactation consultancy has not been established as a profession in Sweden and pumping is not the norm6.
France currently has 16 weeks of maternity benefits at 84 per cent of the minimum daily wage for the 1st and for the 2nd child. For subsequent children the leave is 24 weeks. France has one of the lowest breastfeeding rates in Europe.
The Netherlands maternity benefits provide 16 weeks of fully paid leave followed by unpaid parental leave for up to 6 months. However, government employees can reduce their working time by 50 per cent for up to 6 months and receive 75 per cent of their salary.
Norway which has one of the highest breastfeeding rates in industrialized countries enjoys maternity benefits of 42 weeks at full wage or 52 weeks at 80 per cent of salary. Norway also has considerable flexibility in parental leave options and flexible working hours for up to 2 years with the consent of the employer.
Under the Family and Medical leave Act, the US offers 12 weeks of unpaid parental leave. There may be better coverage under employer benefit plans.
Benefits of extended maternity and paternal leaves go well beyond the cost savings of children who are sick less frequently or require little or no hospitalisation when ill because of adequate breastfeeding. Such benefits cannot be measured in economic terms, but should be perceived as basic fundamentals for the common good. All sectors of society gain advantages -- children, parents, families, the labour market, and the status of women. An extensive stuy of 9 European countries found that improved paternal leave reduced infant and child deaths. Increased breastfeeding reduces incidence and severity of infectious childhood diseases and long-term chronic illnesses for infants and children and improves cognitive development. Studies in industrialized countries show that more women return to paid work when parental leave opportunities are available. Studies have found that it is more effective to have well planned maternity benefits than to have to replace an employee. Canada's expansion of maternity is a move forward. Access concerns and affordability of reduced income as well as benefits for the less stable work force, of which women comprise the majority, remain. References: 1. Vincent, C. The Impact of Policies and Practices on Breastfeeding in New Zealand. Unpublished student paper, 2000 [BACK] 2. International Labour Organization (2000) Maternity Protection at Work: Revision of the Maternity Protection Convention and Recommendation, International Labour Organization, at: http://www.ilo.org/public/english/standards.html [BACK] 3. Vogel, A. et al (1999) Factors associated with the duration of breastfeeding. Acta Paediatrician, 88:1320-6 [BACK] 4. Galtry, J (1998) Women, work and breastfeeding in New Zealand, presented at the WABA Conference on Women, Work and Breastfeeding, Geneva [BACK] 5. Trlin, A and Beasly, A (1998) Introduction, in: Breastfeeding in New Zealand: Practice, Problems and Policy, eds. A. Beasley and A. Trlin, The Dunmore Press, Palmerston North [BACK] 6. Galtry, J (1998) Breastfeeding and paid employment: The experiences of the United States, Sweden and New Zealand, in: Breastfeeding in New Zealand: Practice, Problems and Policy, eds. A. Beasley and A. Trlin, The Dunmore Press, Palmerston North, pp.141-168 [BACK] |
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Top | Winter 2001 Contents | | |
Stats Canada data for 1998 shows that only 49% of families with newborns qualified for and received maternity benefits and the Canadian Labour Congress estimates that about 30,000 women did not qualify at all. Many women because of their dual roles of primary care givers participate in the workforce as part-time, contract or self-employed workers, leaving them ineligible for the program.