Breastfeeding initiation rates in Australia are high but duration rates fall well below the World Health Organization targets. Return to work is a known factor impacting 6 months exclusive breastfeeding and continuation into the infants second year of life. Work related factors can influence a woman’s confidence in maintaining breastmilk supply after return to employment and determine whether she meets her personal breastfeeding goals. This cross‐sectional online survey is the first Australian study to explore women’s experience of maintaining breastfeeding after return to work, in all work sectors. Results revealed variations across work sectors reflected in worker autonomy and confidence in speaking up about breastfeeding rights. Women who had autonomy or flexibility in planning their workday were more likely to be confident in maintaining breastmilk supply. The main predictors for milk supply confidence and meeting personal breastfeeding goals included having: a suitable place to express milk; confidence in speaking out about rights; a formal return‐to‐ work plan; a supportive workplace; and returning to work after the period of exclusive breastfeeding. This study reveals that supportive workplace environments can lead to increased confidence in maintaining milk supply, extending durations of breastfeeding. Women who are confident in their rights to express breastmilk, or breastfeed at work, are more likely to meet their own breastfeeding goals. Education, and awareness raising, on the rights of breastfeeding women in the workplace, is a gender equity imperative that can improve experiences for breastfeeding women, and, increase manager and co‐worker knowledge for creating enabling workplace environments for breastfeeding employees.

In Australia, new mothers’ desire to breastfeed is reflected by initiation rates of 93%–96%. Yet the duration of exclusive breastfeeding to 5 months is low at 15%–22% and breastfeeding to 2 years of age is 7%–10% (AIHW, 2011; Netting et al., 2022; Scott et al., 2019). Australian breastfeeding rates are well below the World Health Organization’s (WHO) global nutrition targets of 50% exclusive breastfeeding rates by 2025 (WHO/UNICEF, 2014). One key factor impacting exclusive breastfeeding rates, to 6 months and beyond, is the breastfeeding mother’s Return To Work (RTW) (Bai & Wunderlich, 2013; Scott et al., 2019; Smith,
McIntyre, et al., 2013). Australian research by Xiang and colleagues (2016) revealed that women who RTW within 3 months of having their baby had lower probability of breastfeeding at 6 months, compared to those who had not returned to work. The likelihood of predominantly breastfeeding has also been shown to decline if there is RTW within the first 6 months after birth (Xiang et al., 2016). Even at the beginning of a breastfeeding journey, return to work plans have been shown to impact planned duration of breastfeeding, due to decreased confidence in maintaining milk supply after RTW (Smith, Javanparast, et al., 2017; Thomas‐Jackson et al., 2016). There is a known association between RTW and breastfeeding cessation, especially when RTW is before 6 months and/or when the woman works full‐time (Cooklin et al., 2012; Smith, Javanparast, et al., 2017; Smith, McIntyre, et al., 2013; Weber et al., 2011; Xiang et al., 2016). In Australia, a national paid parental leave scheme is available for eligible women to access up to 18 weeks of paid maternity leave (Services Australia, 2022). Whilst Australian
workplaces appear to promote family friendly policies, women experience variable levels of support for breastfeeding as reported by university staff, hospital employees, and police officers (Burns & Triandafilidis, 2019; Gilmour et al., 2013; Newton & Huppatz, 2020; Smith, Javanparast, et al., 2017; Smith, McIntyre, et al., 2013; Weber et al., 2011). This study is the first in Australia to explore the experiences of women across all 19 Australian Bureau of Statistics workplace classifications (ABS, 2006).
Support for breastfeeding employees is essential to improve breastfeeding outcomes. International systematic review of workplace support for breastfeeding women, included 22 research papers from the United States, Taiwan, Indonesia, Malaysia, Thailand, Iran, Ghana, United Kingdom, Brazil and Puerto Rico. The review revealed the most common supports available for breastfeeding women were the provision of a space to express or pump milk, and/or lactation breaks. Access to a designated space led to longer durations of ongoing breastfeed-ing (Dinour & Szaro, 2017). Without access to space, and other provisions for breastfeeding needs, many women will cease breastfeeding before they had planned (Vilar‐Compte et al., 2021; Wallenborn et al., 2019).

Unmet breastfeeding goals can lead to feelings of guilt and anxiety and adversely impact the mental health of new mothers (Brown, 2018; Dixit et al., 2015; Fahlquist, 2016). Dixit and colleagues (2015) report that health professionals who RTW and were unable to achieve their personal breastfeeding goals felt “…sad, devastated, defeated, angry, like a failure, and inadequate…” (p. 244).
Maintaining adequate breastmilk supply was a key concern after RTW (Dixit et al., 2015). The risk of postnatal depression increases when personal breastfeeding goals cannot be met (Borra et al., 2015; Gregory et al., 2015). Regardless of the breastfeeding duration goal set by women, attainment of the goal generates feelings of pride, improved confidence and a sense of achievement, especially if there were multiple challenges to overcome (Brown & Lee, 2011; Shepherd et al., 2017).
Greater understanding of workplace factors that increase a woman’s confidence in maintaining breastmilk supply, and reaching personal breastfeeding goals, is needed. There is currently a lack of contemporary Australian research on RTW experiences of breastfeeding employees across a variety of work sectors.