Supporting breastfeeding employees is not just a legal obligation—it's a smart business strategy. Recent discussions, including our webinar "Leadership Power Hour: Creating a Breastfeeding Friendly Workplace," have shed light on why investing in lactation-friendly practices is beneficial for both employees and employers. Learn about important laws, lactation policies, and strategies to support breastfeeding parents returning to work.
We brought together experts from the parental leave, lactation, and legal industries to help HR leaders and executives pump up workplace lactation supportive policies. Introducing the panel:
Amanda Hemm, Director of Parent Experience at Parento, specializes in enhancing the overall experience for working parents. As a certified lactation education counselor, Amanda brings valuable insights into creating supportive environments and addressing the needs of all new parent employees.
Amy VanHaren, CEO and Founder of Pumpspotting, leads a women's digital health company dedicated to supporting new mothers through community-centered solutions. Amy’s innovative approach includes an award-winning mobile app, comprehensive workplace lactation programs, and the iconic 36-foot "Barb the Breast Express" bus, which brings a unique and engaging platform for fostering community and connection among breastfeeding parents.
Aimee B. Parsons, Shareholder at Ogletree Deakins, is a seasoned employment law expert who guides employers of all sizes and types in navigating federal and state regulations. With a focus on the PUMP and PWFA Acts, Aimee has been instrumental in helping organizations understand and implement key compliance measures for supporting breastfeeding and lactation mothers, emphasizing the critical importance of inclusivity and legal adherence.
Investing in breastfeeding support isn't just about meeting legal requirements, it's a strategic move with tangible benefits. Studies show that companies with robust lactation programs see a 35:1 return on investment. This is partly because such programs contribute to lower healthcare costs, with participants saving an average of $2,146 per employee in maternity-related healthcare expenses. Newborn healthcare costs are also three times higher for those whose mothers did not participate in the maternity and lactation programs.
Supporting breastfeeding can enhance employee retention, reducing turnover costs associated with losing experienced staff, and increasing job satisfaction and productivity. Many women are delaying having children until later in their careers, which makes them even more expensive to replace. This institutional knowledge and experience becomes more valuable for companies, so not supporting the choice to breastfeed and offering lactation support in the workplace is a risky choice for businesses.
Unfortunately, 1 in 3 mothers lack reliable access to a workplace lactation space and 78% of moms said they were overwhelmed by pumping in the workplace. 50% of parents reported not feeling personally supported when pumping in the workplace, which is why two key pieces of legislation impacting all employers covered under the federal Fair Labor Standards Act (FLSA), set the minimum requirements for breastfeeding accommodations.
The right to pump at work has been recently codified in legislation under the PUMP Act. While pumping or breastfeeding in public was allowed, the PUMP Act expands rights for employees to pump breast milk at work. It mandates time and space for breastfeeding and ensures employees can pump without interference for up to 12 months. However, it only requires that this space be private shielded from view, and cannot be a bathroom. But the PUMP Act still only provides basic protections.
This additional legislation builds on the PUMP Act by requiring that the space be reasonable, regularly cleaned, and equipped with a refrigerator. The purpose of PWFA is to ensure pregnant and postpartum employees can retain their jobs and continue to support their families. It expands its protections beyond the first year of lactation to as long as the employee is lactating and chooses to breastfeed, prohibiting retaliation against employees requesting accommodations. The accommodations also can include lactation related conditions, such as low milk supply or mastitis.
While all breastfeeding employees are protected by the FLSA, a handful of states provide additional protections on top of the federal laws. While these laws may be new, it’s important for employers to be aware of these laws and their state-specific regulations, which may offer additional protections as state laws take precedence over federal requirements.
These laws and regulations should be worked into a lactation policy to ensure that all people managers and front-line supervisors are equipped to comply and support their lactating employees. While it may not seem necessary, a well-crafted lactation policy goes beyond the basics. Here’s what to consider:
Creating a supportive lactation-friendly workplace involves more than just providing a room. It’s as much about culture as it is about compliance. Here’s how to build a supportive environment.
Supporting breastfeeding employees is not just about meeting legal requirements—it's a smart, compassionate business practice. By investing in lactation-friendly policies and creating a supportive workplace culture, companies can reap significant benefits in employee satisfaction, productivity, and retention. For more insights and practical tips on creating a supportive workplace, check out our upcoming events and resources, including the Parental Leave Summit on September 12, where we’ll be exploring the topic of Lactation and Breastfeeding with Milk Stork and Simplifed.
