The Business case for Supporting Breastfeeding Employees: A guide for HR and Managers

As more organisations are focusing on employee wellbeing and family‑friendly working practices, supporting breastfeeding employees has become an important consideration. Creating a breastfeeding‑friendly workplace not only helps employees balance work and family life but also demonstrates a commitment to inclusion, wellbeing, and retention. Supporting breastfeeding employees through appropriate workplace policies and facilities can help businesses comply with their legal obligations and reduce reputational risks.

A lack of support when women return to work is one of the most common reasons mothers stop breastfeeding earlier than planned. Women can face significant barriers when trying to continue breastfeeding after returning to work – including a lack of suitable facilities, limited flexibility, and concerns about discussing breastfeeding needs with managers.

Why workplace support matters

Breastfeeding employees may need time during the working day to express milk or adjust their working arrangements as they transition back into employment. Without appropriate support, mothers may experience discomfort, reduced milk supply, and increased stress and anxiety.

Recent research has highlighted the link between workplace support and maternal wellbeing. When mothers receive practical accommodations and understanding from employers, they are more likely to achieve their breastfeeding goals and experience a more positive return‑to‑work transition.

How you can make your organisation breastfeeding‑friendly

A breastfeeding‑friendly workplace provides practical support that enables employees to continue breastfeeding or expressing milk if they choose to do so.

This may include:

A clean, private space for expressing milk (not a toilet).
Access to a refrigerator for safe milk storage.
Flexible break arrangements.
Open conversations between managers and employees before returning from maternity leave.
Clear workplace policies outlining available support.

Employees should discuss their breastfeeding needs with employers before returning to work; however, not all employees are aware they need to do this, whilst others aren’t comfortable discussing their needs. Therefore, employers can help employees feel more able to discuss their needs by creating a culture in which breastfeeding is seen as the norm, is supported, and not something the employee needs to request as an additional benefit.

The role of managers

Managers play a crucial role in creating a supportive environment for breastfeeding employees – and small actions can have a significant impact.

Managers can support employees by:

Initiating conversations about return‑to‑work needs before maternity leave ends.
Understanding organisational policies.
Being flexible where possible.
Ensuring confidentiality and respect.
Normalising discussions about breastfeeding in the workplace.

The role of HR

HR leaders can play a central role in ensuring breastfeeding support is embedded within workplace culture and policies. While managers are often the first point of contact for returning employees, HR should provide the framework and guidance needed to create a consistent and supportive experience across the organisation.

HR responsibilities include:

Developing and reviewing breastfeeding and family‑friendly workplace policies.
Ensuring employees are informed about available support before returning from maternity leave.
Advising managers on their responsibilities and best practice approaches.
Facilitating workplace risk assessments where appropriate.
Identifying suitable facilities for expressing and storing breast milk.
Supporting flexible working requests and return‑to‑work planning.
Promoting awareness of breastfeeding as part of wider employee wellbeing initiatives.

By working together, managers and HR professionals can help create an environment where breastfeeding is recognised as a normal part of working life, reducing barriers and supporting employee wellbeing, retention, and inclusion.

Legal and reputational perspective: Creating a breastfeeding‑friendly workplace can help businesses to meet their legal responsibilities and reduce the risk of workplace disputes or discrimination claims. By providing appropriate accommodations, such as flexible breaks and a private space for expressing milk, employers demonstrate compliance with relevant employment, health and safety, and equality legislation. This not only protects the organisation from potential legal and reputational risks but also reinforces a positive workplace culture that values and supports employees during their return to work after maternity leave.

The cost of not supporting breastfeeding employees is seen in turnover, absence, and lost talent – but with the right training, businesses can address these challenges effectively and create a more supportive and inclusive workplace.

References

University of Reading. Employer Toolkit for Supporting Breastfeeding Employees (2025).

NHS. Breastfeeding and Returning to Work (reviewed 2024).

Association of Breastfeeding Mothers. Returning to Work Whilst Breastfeeding.