Building a Breastfeeding-Friendly Workplace:

While the law in the UK may mandate certain provisions for breastfeeding parents, that’s certainly not the only reason to ensure your organisation is breastfeeding friendly.

Breastfeeding can be an emotive matter and does not apply to all parents. However, for those who are feeding in this way, breastfeeding could play a big role in their decision around how, when and even whether, they return to work post- leave. Understanding how to support breastfeeding employees is an important and powerful way to nurture a positive and progressive work environment for parents, enhancing retention, inclusivity, overall satisfaction, loyalty and business productivity.

With August being host to National Breastfeeding Week, this article explores some key policies and best practices for supporting breastfeeding in the workplace, alongside the impressive business benefits of such initiatives.

The Legal Framework and Employer Obligations

New parents have a lot to consider and breastfeeding is one of those many areas. Some choose to breastfeed while others don’t; some would like to breastfeed yet find it does not work out. It can be an emotive matter and it is vital, from an inclusion perspective, not to make any assumptions. The language we use matters too. Trans men may choose to chest feed, for example. For this reason, many employers are referring to birth parents rather than mothers in this area.

For the parent who chooses and is able to breastfeed, there may seem to be a dilemma: must they choose between returning to work or continuing to breastfeed? The NHS recommends that parents who’ve chosen to breastfeed do so exclusively for around 6 months, and many continue for up to 2 years, alongside solid food. However, the UK has one of the lowest breastfeeding rates in the world and Unicef reports that many in the UK stop breastfeeding before they want to. However, the World Breastfeeding Trends Initiative argues that mothers are more likely to breastfeed for at least 4 months if their employer offers family-friendly or flexible work arrangements.

Though many employers acknowledge the business and social benefits of being family-friendly and supporting working parents, breastfeeding remains an under-discussed area. Offering thoughtful provision and inclusive policies can form part of a competitive edge.

The law requires employers to assess risks and make reasonable adjustments to ensure the health and safety of birth parents and their babies. Key health & safety requirements include:

• Suitable Facilities: Employers must provide a private, hygienic space for breastfeeding or expressing milk. It is not sufficient to signpost toilets for this need. The area should also include somewhere to store their milk, for example a fridge.
• Risk Assessments: Regular assessments should be conducted to ensure that work conditions do not pose risks to breastfeeding employees, as long as they are choosing to feed in this way.
• Flexible Working Requests: Under UK law, all employees have the right to request flexible working from day 1 of employment, which can be particularly important for breastfeeding parents, as it can allow them to better balance their work and personal needs.

Best Practices for a Breastfeeding-Friendly Workplace

Beyond key legal requirements, there are some other ways you can go above and beyond to create a truly family-friendly, breastfeeding-friendly work culture. Let’s take a look at some best practices…

1. Designated Lactation Rooms

• Ensure that the lactation room is private, comfortable, and equipped with necessary amenities like a refrigerator for storing milk, comfortable seating, and electrical outlets for breast pumps.
• The room should be easily accessible and ideally located near the employee's work area to minimise time away from work.
• For privacy, it is vital that the room can be locked with an indication that it is in use.

2. Flexible Work Schedules

• Allow breastfeeding mothers to adjust their work hours or work remotely if possible.
• Consider implementing a phased return-to-work programme where breastfeeding parents can gradually return to full-time work.

While not legally required, assuring your employees they can take paid breaks for expressing milk can significantly ease the stress for breastfeeding parents and reduce turnover.

3. Shipping services

Where travel is a key aspect of employees’ roles, some employers have arranged access to breastmilk shipping services, such as that offered by FedEx.

4. Education and Awareness

• Provide training for managers and HR staff on the importance of supporting breastfeeding employees.
• Promote awareness among all employees to create a culture of support and understanding for breastfeeding colleagues.

5. Support Networks

Create, or encourage the formation of, support groups, peer networks or buddy schemes within the workplace where breastfeeding parents can share experiences and advice with one another. You can also support this community by providing them with helpful resources such as informational material and of course ensuring that they and all your other returning parents have access to networks and coaching on work-life integration.

The Business Benefits of Supporting Breastfeeding Employees

Supporting breastfeeding employees has tangible business benefits such as:

1. Increased Employee Retention

A supportive environment can significantly reduce turnover among new parents. When employees feel valued and supported, they are more likely to return to work after leave and remain with the company long-term. Supporting breastfeeding is just one aspect of being the employer of choice but it is important not to overlook it as the practical challenges can feel daunting.

2. Enhanced Employee Satisfaction and Loyalty

Employees who feel supported in balancing work and personal responsibilities, such as breastfeeding, are likely to have higher job satisfaction. This can translate into increased loyalty, reducing the costs associated with hiring and training new employees.

3. Improved Productivity

While some may fear that breastfeeding breaks reduce productivity, the opposite is often true. Employees who are less stressed and more satisfied are generally more focused and productive during work hours. Additionally, flexible working arrangements can help parents manage their time more effectively.

4. Reduced Absenteeism

Breastfeeding can have numerous health benefits for both parent and child, including reduced risks of illness. This can lead to fewer sick days, as both the employee and their child may experience better overall health.

5. Positive Employer Branding

Companies that actively support parents, including breastfeeding are seen as progressive and family-friendly. This can enhance the company’s reputation, making it more attractive to top talent and helping to build a diverse and inclusive workforce.

By implementing thoughtful policies and best practices, companies can create a supportive environment that genuinely benefits both employees and the business. The result is a more engaged, loyal, and productive workforce, contributing to the overall success of the organisation. Supporting breastfeeding employees is a win-win for everyone involved.