Feasibility of maternity leave extension to 180 days in Thailand

Nisachol Cetthakrikul , B.Sc, M.Sc.

International Health Policy Program (IHPP), Thailand

26th March 2014

OUTLINE

Background and objective

Methods

Findings

Conclusion and policy recommendations

3 keys takeaway for policy advocacy

Background

WHO recommends 6 months EBF,

According to Thai labour laws, females in the formal sector

have their rights to take 90 days maternity leave,

The resolution of the 3rd National Health Assembly in

Thailand in 2010,

180-days maternity leave tends to increase chance for

mothers and their child being together.

EBF rate in Thailand

Source: Breast feeding survey project ,IHPP, 2013

Why don’t Thai mothers breastfeed their child for 6 months?

Source: Breast feeding survey project ,IHPP, 2013

OBJECTIVE

To explore possibility of maternity leave extension from 90 days to 180 days

Methods

Samples: 29 government hospitals in five regions; North, South, West, East, Central and BKK.

Conceptual Framework

Policy makerGovernment officer

Laws/Policy

FindingsWhy did mother return to work earlier?

Impact of maternity leave extension

Recommendations from stakeholders

Recommendations from stakeholders (if we cannot achieve 180 days maternity leave)

Selected quotations

From employer

“If employees take maternity leave, other staff who work with them will have more workload”

From employee

“Government must guarantee income during maternity leave period”

From policy makers / other stakeholders

“She has to return to work so she cannot breastfeed her baby properly, but she dose not like to feed with formula as well because it is very expensive”

Conclusions

There is a lack of policy support and consensus among key stakeholders regarding 180 days maternity leave extension in Thailand,

Stakeholders suggest other policies such as – BF corner and day-care center, – longer breaking period and reduce working hour for

postpartum women.

3 Key Takeaways for Policy Advocacy

1. Effective law enforcement

2. Financial implications on employers and employees

3. Explore other social determinants on maternity leave in Thailand

Acknowledgement

UNICEF – Thailand,

National Health Commission Office (NHCO),

Health Promotion Policy Research Center (HPR),

Food and Nutrition Policy for Health Promotion (FHP),

Thai Breastfeeding Center Foundation

THANK YOU!