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Introduction: The negative impacts of mental health disorders on the well-being of women and their infants are clear. However, less is known about the relationship between returning to work after giving birth and mental health. Previous reviews examined the relationship between maternity leave and mental health, but we defined return to work as the process of returning to part-time or full-time work after giving birth and caring for infant. This systematic review aims to: (1) describe operational definitions for return to work and (2) describe the evidence on the relationship between return to work and maternal mental health., Methods: We searched PubMed, PsycINFO, CINAHL, and Web of Science for peer-reviewed studies. Articles were selected if they were published within the past 20 years, examined at least one mental health condition (e.g., depression, anxiety), and included a study sample of U.S. working mothers., Results: We identified 20 articles published between 2001 and 2020. We found conflicting evidence from longitudinal and cross-sectional data demonstrating that return to work was associated with improvements and negative consequences to mental health. Work-related predictors of mental health included: access to paid maternity leave, work-family conflict, total workload, job flexibility, and coworker support., Discussion: This review provides evidence that return to work and mental health are related, though the study samples have limited generalizability to all U.S. working mothers. More research is needed to understand the direction of this relationship throughout the perinatal period and how return to work affects other mental health conditions (e.g., anxiety, stress)., (© 2022. The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature.)

Objective: To examine the implementation of physical activity and healthy eating policies in eighteen locations of a large, public health organization., Methods: We used a mixed-methods design that included a survey of employees to describe location characteristics (ie, number of employees, race/ethnicity of employees), a survey of wellness ambassadors to determine which policies were implemented, and semi-structured, telephone interviews with wellness ambassadors to examine the barriers and facilitators to policy implementation., Results: Six locations implemented both policies, nine locations only implemented the physical activity policy, and two locations did not implement either policy. Structural characteristics and geographic spread impeded implementation, whereas leadership engagement and access to information about the policies facilitated implementation., Conclusions: Consistent and adequate policy implementation in each location of an organization is critical to providing equity in health promotion programs for employees., Competing Interests: The authors report no conflicts of interest., (Copyright © 2020 American College of Occupational and Environmental Medicine.)

Background: Workplace breastfeeding resources (e.g., break times and private spaces) help working mothers exclusively breastfeed for 6 months. However, not every employer offers lactation resources as specified in the Affordable Care Act. This study examined working mothers' access to workplace breastfeeding resources, their barriers and facilitators to combining breastfeeding and work, and their recommendations to improve access to breastfeeding resources. Methods: Working mothers between the ages of 18 to 50 years who had given birth in the previous 2 years were recruited online to participate in the study. An online, cross-sectional survey collected qualitative and quantitative data from working mothers on their access to workplace breastfeeding resources and experiences with breastfeeding at work. Descriptive statistics were used to report the quantitative results from the survey, and the qualitative data were examined using the constant comparative method. Findings : Fifty-two participants met the inclusion criteria for the study and completed the survey. Most of the participants in the study were White, college-educated women who worked in clerical or administration support and education occupations. Approximately 78.8% of the participants reported access to private spaces and 65.4% reported access to break times for breastfeeding. Fewer participants reported access to breast pumps, lactation consultants, and support groups. Conclusions/Application to Practice : There are gaps in access to workplace breastfeeding resources, but occupational health nurses can inform and help employers implement lactation resources to reduce breastfeeding disparities.