World Breastfeeding Week: The Right Way to Support Breastfeeding Mothers at Work

Marking World Breastfeeding Week (1–7 August), HR leaders have an opportunity to reflect on how workplace policies, culture and manager support can help employees return to work with confidence while maintaining their breastfeeding goals.

Returning to work remains a significant barrier

The World Health Organization (WHO) recommends exclusive breastfeeding for the first six months of a baby’s life, followed by continued breastfeeding alongside complementary foods for up to two years or beyond.

Yet, recent evidence suggests that returning to work remains one of the biggest barriers to achieving this. A 2025 NICE evidence review found that many women perceive breastfeeding and returning to work as incompatible, with limited awareness of the workplace support available to them. The review concluded that flexible working arrangements, appropriate facilities and supportive management are among the most important factors enabling mothers to continue breastfeeding after returning to work.

This is reinforced by a 2025 University of Reading study, which found that many UK workplaces continue to fall short in supporting breastfeeding employees. Researchers concluded that returning to work often prevents mothers from meeting their personal breastfeeding goals, negatively affecting both physical and emotional wellbeing.

Supporting wellbeing and retention

Supporting breastfeeding employees is not simply about meeting legal obligations. It also plays an important role in employee experience, wellbeing and retention.

Returning to work is already a significant adjustment for many new parents. Without practical workplace support, employees may experience additional stress as they balance work commitments with feeding or expressing milk.

Conversely, organisations that provide flexibility and create an environment where employees feel comfortable discussing their needs are more likely to strengthen engagement and encourage successful returns following parental leave.

A practical checklist for HR and managers

Supporting breastfeeding employees begins well before they return from maternity leave. Open conversations, clear expectations and practical adjustments can make the transition significantly smoother.

Start the conversation before employees return

Rather than waiting until an employee’s first day back, HR and line managers should schedule a return-to-work conversation a few weeks before their return date.

This discussion should cover:

• Whether the employee intends to breastfeed or express at work.
• Any adjustments they may need during the first few months.
• Flexible working arrangements, if appropriate.
• Available facilities and workplace policies.

Starting the conversation early helps employees return with confidence while giving managers time to plan workloads and team responsibilities.

Prepare managers to have confident conversations

Many managers want to support returning parents but lack confidence discussing breastfeeding or expressing milk at work.

HR should provide managers with clear guidance on legal obligations, company policies and practical ways to support employees. This helps ensure conversations are empathetic, consistent and focused on finding solutions that work for both the employee and the organisation.

Make flexibility meaningful

Flexibility is often the biggest factor in helping breastfeeding employees continue after returning to work.

Depending on the role, organisations could consider:

• Flexible start and finish times.
• Hybrid working where appropriate.
• Protected breaks for expressing milk.
• Phased returns during the first few weeks.

Small adjustments can make a significant difference without disrupting business operations.

Ensure facilities are fit for purpose

Providing a private, clean room for expressing milk, together with access to refrigeration, demonstrates that the organisation has planned for returning parents rather than treating requests as exceptions.

Importantly, expressing facilities should never be located in toilet facilities.

Check in regularly

Returning from maternity leave is an ongoing transition rather than a single event.

Managers should schedule regular check-ins during the first three to six months to understand whether arrangements remain effective and whether additional support is needed as circumstances change.

Creating a culture of support

Policies alone are not enough.

Research published in Maternal & Child Nutrition in 2025 found that many parents experience conflict between work and breastfeeding because workplace support is often inconsistent. The researchers argue that family-friendly policies must be supported by workplace cultures that normalise breastfeeding and encourage open conversations between employees and managers.

For HR leaders, this means ensuring line managers understand their responsibilities, colleagues feel comfortable supporting returning parents and breastfeeding is recognised as part of broader conversations around inclusion, flexibility and employee wellbeing.

Supporting working parents beyond World Breastfeeding Week

As organisations continue to focus on employee experience and inclusive workplaces, supporting breastfeeding mothers should not be viewed as a one-week initiative.

Research consistently shows that employees who feel supported during major life transitions are more likely to remain engaged and committed to their employer. For HR, supporting breastfeeding employees should form part of a broader return-to-work strategy that includes flexible working, manager capability, wellbeing support and ongoing career development.

By embedding these practices into everyday people policies, organisations can improve retention, strengthen inclusion and build greater trust with working parents. Supporting breastfeeding employees is not simply about accommodating individual needs. It is about creating a workplace where people feel valued through every stage of their career.

Categories

• Employee Experience
• Wellbeing
• Diversity & Inclusion

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

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