Workplace supports for breastfeeding

There is some evidence that workplace supports for breastfeeding increase breastfeeding among women returning to work after childbirth^{3, 4, 5}. Women with access to both lactation spaces and adequate break time, as mandated by the Fair Labor Standards Act (FLSA), are more likely to exclusively breastfeed 6 months after birth than women without these supports^{3, 6}. Comprehensive and more basic supports both appear to positively affect continuation, duration, and exclusivity of breastfeeding among working women; as workplaces implement greater levels of support the likelihood employees will initiate and continue breastfeeding increases³. However, additional evidence is needed to confirm effects⁷.

Women with access to workplace supports such as a space for lactation, breastfeeding breaks, and comprehensive lactation support programs have higher job satisfaction and job commitment than women without these supports³. Workplace support programs may also reduce absenteeism, and increase productivity, morale, and retention⁷.

Surveys suggest that workplace supports for breastfeeding vary significantly across employment sectors; women working in service, production, and transportation industries often receive the lowest levels of support for breastfeeding⁸. Surveys also suggest that single mothers and women with low incomes are significantly less likely to have access to private lactation spaces and sufficient break time to express milk than women with higher incomes^{3, 6}.

Establishing a well-written lactation policy, maintaining equipped lactation facilities, increasing communication about breastfeeding, building networks to support training, and supporting schedule flexibility for working breastfeeding mothers are often components of successful employer-based programs^{4, 9}. Limited understanding of the need for breastfeeding policies can be a challenge to policy development and implementation⁹.

Employers can tailor workplace support policies for breastfeeding to fit their company’s budget and resources. Many workplace breastfeeding supports can be provided at little or no cost to the employer. Studies suggest that employers save an average of three dollars for every dollar invested in workplace supports for breastfeeding³. 

As of 2017, 28 states, Washington, D.C., and Puerto Rico have workplace breastfeeding legislation that complements federal legislation^{2, 10, 11, 12}. Several state and local public health agencies have developed programs to increase workplace supports for breastfeeding and to ensure compliance with the federal law, as in Minnesota, South Carolina, and Texas¹³.

A 2013 survey suggests that only 40% of employed women with infants have access to both break time and a private lactation space⁶.