Breastfeeding support

Returning to work is a key reason many women reduce or stop breastfeeding – often because they assume support won’t be available.

Breastfeeding mothers often feel stressed about continuing breastfeeding upon their return to work.
Support at work can make it easier to continue feeding or expressing milk – and is usually low-cost for the employer.
Breastfeeding and expressing milk can feel like an awkward or ‘taboo’ topic to raise at work, and you may feel embarrassed, worry about being judged or seen as a burden.
At the same time, employers may assume breastfeeding has already stopped or may also feel uncomfortable raising the topic. This mismatch can mean support needs are never discussed.
It is completely okay to talk about breastfeeding or expressing milk – approaching the topic in a straightforward, supportive way helps normalise the conversation.

Did you know? The UK has one of the lowest exclusive breastfeeding rates at six months in the world.

In the UK, there isn’t a legal right to paid breastfeeding breaks, but employers must provide a suitable space where breastfeeding employees can rest and lie down.

Note:

Even where facilities are limited, there are often simple ways to offer practical support.
Many employers are open to putting support in place if the conversation happens.

Supportive employer practices

Even small, informal arrangements can make a big difference to whether someone feels able to continue breastfeeding when they return to work.

Raising the topic proactively, exploring related support needs.
Offering flexibility around breaks for breastfeeding or expressing.
Providing a private (non-toilet) space and access to a fridge for milk storage.
Even if your organisation does not have the space for dedicated facilities, creative solutions might include flexible hours or temporary privacy measures (e.g. room dividers or frosted window film on office windows and glass doors).
Making information about support visible in staff documents or handbooks can help normalise these practices and encourage open conversations about breastfeeding.

“They are providing me with a space where I can express milk, and I am planning on expressing as frequently as my son is feeding… the breaks will be all paid, and I will be able to take as many as I want for as long as I need.” (Linda – Employee, 50-249 staff)

What can you do to help?

Be proactive! If you need to breastfeed or express milk when returning to work or during KIT/SPLIT days, it can help to raise the topic in advance.
Enquiring about breastfeeding shows you are planning ahead and helps normalise these conversations for others too.
It can be helpful to already make realistic suggestions on possible support measures (e.g. how and where a suitable pumping space could be created; how working hours could be adapted to support an existing feeding pattern).
Keep your employer informed of changing support needs.

If you are unsure how to start the conversation, you could say something like this:

“I wanted to check what support is available for expressing milk when I return – do you have a suitable space or are there arrangements we could put in place?”

“I would like to continue breastfeeding upon my return and have thought about how we could make this work. Would it be possible…?”

Remember, you are not asking for a favour, you’re raising a practical need. Most employers will appreciate your openness and want to support you.