Empowering Working Parents: How to Help Nursing Mothers Pump at Work

Kailey Snyder, PhD University of Nebraska at Omaha

Breastfeeding has many health benefits for babies, like lowering the chances of getting infections, allergies, and long-term health problems like obesity, while also helping with brain development. For parents, breastfeeding can speed up recovery after birth, lower the risk of certain cancers, and create a close emotional connection with their baby. Most women (73%) return to work within 6 months of childbirth, with many having to return by 10-12 weeks postpartum.

Returning to work early can make it harder to breastfeed because it can be tough to keep up with breastfeeding routines and find proper support at work. Parents may also feel pressured to juggle work and baby care, which sometimes leads to introducing formula too soon or stopping breastfeeding altogether.

Supporting breastfeeding parents in the workplace can have lasting benefits for both the employees and their companies. When workplaces provide lactation support, they often see better employee retention and increased productivity. Parents who are able to breastfeed on demand may have children who experience fewer illnesses or less severe sickness, which can result in fewer missed workdays due to child-related health issues.

How Can We Make Life Easier for Parents Pumping at Work?

Here are seven things employers can do to help breastfeeding parents in the workplace:

Provide Private, Comfortable Lactation Rooms in the Workplace

These rooms should be separate from bathrooms and have a lockable door for privacy. Include a table and chair (with adjustable armrests if possible) for comfort. A nearby sink is essential, and ideally, it should be located within the room. Enhance the space by adding a bulletin board or resource area, ensuring soft, comfortable lighting, using stain-resistant wall coverings, and offering access to refrigeration. These thoughtful additions can help create a welcoming and functional space for breastfeeding parents.

Create a Lactation and Nursing Policy

Develop a workplace policy that is clearly communicated to all employees, outlining the support available for breastfeeding. This should include information about lactation spaces, options for milk storage, flexible break times, legal compliance with breastfeeding laws, and a designated point of contact for support. Ensuring that the policy is well-known and accessible helps create a supportive environment and ensures that breastfeeding employees feel confident using the available resources.

Allow Flexible Break Times for Pumping at Work

Making sure breastfeeding employees have enough time to pump at work is linked to longer breastfeeding durations. Employers can help by allowing for more flexible break options so that pumping or feeding sessions aren’t rushed. For example, they could let employees combine two shorter breaks into one longer one, or use a “time bank” system where employees can make up break time by coming in early or staying a bit later.

Consider Flexible Work Scheduling

Focusing on employee productivity rather than tracking strict hours can be especially helpful for breastfeeding parents, enabling them to meet both work and personal needs effectively. Consider allowing employees to work from home or create their own schedules to support the balance between breastfeeding and work pressures.

Provide Education and Resources

Offer company-wide education on the benefits of breastfeeding, and make sure breastfeeding employees have access to certified lactation consultants and information on local resources. Consider creating a written guide or an instructional video to share with all staff, which could include topics like health benefits, workplace lactation policies, and practical tips for supporting breastfeeding parents on the job.

Foster Peer Support

Establish formal or informal peer support programs to encourage breastfeeding employees to share their experiences and support each other. A formal program might involve recruiting breastfeeding employees to serve as mentors, providing one-on-one meetings, group sessions, or online forums where employees can discuss challenges and solutions. An informal approach could involve creating a list of volunteers whom new or expecting parents can contact for advice or assistance. Both models provide opportunities for employees to receive guidance and feel less isolated in balancing work and breastfeeding.

Encourage Managers to Model Support

Leaders and managers can model supportive attitudes by actively accommodating lactation breaks in scheduling, communicating their importance, and being flexible with work hours when possible. Managers can also be integral for reducing the stigma around productivity concerns by educating staff on how lactation support can actually benefit overall productivity and reduce the number of sick days people take. Managers are key for shifting the narrative from lost time to long-term gains for both the employee and the company.

Pumping at Work is a Legal Right

The right to breastfeed and pump in the workplace is protected by law, not a privilege only available to some. Supporting breastfeeding mothers at work enhances both employee well-being and workplace outcomes. By creating a supportive environment with lactation spaces, flexible breaks, and peer/manager support, companies can foster productivity and contribute to the health of future generations.

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