Returning to work is a key reason many women reduce or stop breastfeeding – often because they assume support won’t be available.
- Support at work can make it easier to continue feeding or expressing milk – and is usually low-cost.
- Breastfeeding can feel like a sensitive or “taboo” topic, which means support needs are not always raised.
- Employers also often wrongly assume breastfeeding has already stopped by the time someone returns.
- It is completely okay to talk about breastfeeding or expressing milk – approaching the topic in a straightforward, supportive way helps normalise the conversation.
- Even small, informal arrangements can make a big difference to whether someone feels able to continue breastfeeding when they return to work.
Did you know? The UK has the lowest exclusive breastfeeding rate at six months in the world (find out more here)!
In the UK, there is no legal right to paid breastfeeding breaks, but employers must provide a suitable space where breastfeeding employees can rest and lie down. Even where facilities are limited, there are often simple ways to offer practical support.
Supportive practices
- Be proactive! Don’t wait for the employee to ask; some may be hesitant or embarrassed.
- Raise the topic before the return to work or KIT/SPLIT days or immediately upon the return and explore related support needs.
- Offer flexibility around breaks for breastfeeding or expressing.
- Provide a private (non-toilet) space and access to a fridge for milk storage.
- Even if your organisation cannot offer dedicated facilities, be creative and consider solutions such as 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.
