Supporting Employees: Common Concerns and Realities

Women’s Health Action surveyed more than 500 parents about their experiences breastfeeding or expressing in the workplace:

  • On average respondents returned to work when their baby was 6 months old.
  • Nearly two-thirds (62%) were still breastfeeding or expressing.
  • 55% were employed part-time.
  • 8 out of 10 workplaces offered some form of support for breastfeeding parents.

Why support matters

A large proportion of parents returning to work will be breastfeeding.
The support you provide as an employer is key to their success and to the health of your workplace.

Common concerns and the realities

Concern: Breastfeeding employees will be more tired and less productive

Reality:

  • All new parents experience fatigue, regardless of feeding method.
  • Supported employees show greater loyalty and engagement, which increases productivity.
  • Employees who breastfeed take fewer sick days than those who do not.
Concern: Breastfeeding is unrelated to work

Reality:

  • Supporting breastfeeding brings measurable benefits to organisations and the wider economy: lower absenteeism, higher return rates from parental leave, and improved engagement.
  • Privacy can be supported with access to a private, comfortable space for feeding or expressing.
  • Visible managerial support helps normalise breastfeeding within the workplace.
Concern: It’s difficult to schedule breaks

Reality:

  • Flexible scheduling for breastfeeding is temporary and cost-effective.
  • Employers and employees can plan feeding or expressing times together.
  • Most employees will not need more than 20 minutes, three times per day, and this time decreases as the child grows.
Concern: Other staff may resist

Reality:

  • Staff who have worked alongside breastfeeding colleagues are more supportive than those who haven’t.
  • Providing information about organisational benefits helps address concerns.
  • Senior management endorsement encourages workplace acceptance.
Concern: Providing facilities is too expensive

Reality:

  • Some initial setup costs (e.g. a chair, lock, blinds may occur.)
  • Long-term gains, higher retention, lower absenteeism, increased loyalty, and positive reputation far outweigh costs.
  • Family-friendly policies are proven to boost engagement and productivity.
Concern: We don’t have enough space

Reality:
Employers are only expected to provide reasonable, practical space. The most important factor is willingness to find solutions.

Possible options include:

  • The employee’s own office
  • A shared or multi-use room (e.g. meeting, prayer, or resource room) with a lockable door
  • A quiet area screened for privacy

If no on-site space is available, allowing suitable breaks enables employees to feed their child nearby (e.g. at an early childhood centre or shopping mall). Discussing options directly with the employee is essential.

Concern: Breastfeeding isn’t that important

Reality:

  • The World Health Organization (WHO) recommends exclusive breastfeeding for the first 6 months, and continued breastfeeding alongside solid food beyond 2 years.
  • Breastfeeding provides long-term health benefits for both parent and child.
  • A lack of requests for support does not mean the need doesn’t exist.
Concern: Breastfeeding women shouldn’t be at work

Reality:

  • Breastfeeding employees work for many reasons economic, professional, and personal.
  • Research shows two main groups return early:
    1. Highly skilled professionals with strong career identities
    2. Women in lower-income roles for whom work is an economic necessity

Both groups benefit from supportive, inclusive workplace policies