Every year, World Breastfeeding Week shines a light on the importance of supporting breastfeeding parents, both for the health of families and the wellbeing of society as a whole.
But while the focus is often on the benefits of breastfeeding itself, the conversation also needs to extend to the workplace. Returning to work can present challenges for breastfeeding parents, and persistent myths about what employers are — and aren’t — required to do only add confusion.
By separating fact from fiction, we can help employers meet their legal duties, ensure fair treatment, and create workplaces where breastfeeding employees feel genuinely supported.
Myth : Breastfeeding ends when maternity leave ends.
Fact: Many parents continue breastfeeding after returning to work by expressing milk during the day. With the right support, it’s entirely possible to continue for as long as they choose.
Myth: Expressing milk at work is disruptive and unproductive.
Fact: Expressing usually takes around 15-20 minutes, one to three times during a workday. With proper planning, it has little impact on productivity. In fact, studies show that workplaces supporting breastfeeding benefit from improved staff retention and reduced absenteeism, as breastfed babies often experience fewer illnesses.
Myth: Breastfeeding at work is solely the employee’s responsibility.
Fact: Success depends heavily on employer support. Providing time, space, and understanding reduces stress for parents and boosts loyalty to the organisation. Employers also have legal duties, including carrying out a risk assessment once notified in writing that an employee is breastfeeding.
Myth: Colleagues will be uncomfortable if breastfeeding is discussed at work.
Fact: When organisations are open about their policies, stigma decreases. Most colleagues are supportive when they understand that providing for breastfeeding parents is simply part of a fair and inclusive workplace.
Myth: Employers don’t have to provide any facilities for breastfeeding parents.
Fact: UK law requires employers to provide suitable facilities for rest, including for breastfeeding mothers. This must be hygienic, private, and not a toilet. While there’s no legal requirement for a dedicated expressing room or paid expressing breaks, best practice is to provide a private space and fridge access for storing expressed milk. Refusing to accommodate breastfeeding needs could amount to indirect sex discrimination under the Equality Act 2010.
Top tips for employees:
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Inform your employer in writing that you are breastfeeding to trigger legal obligations such as risk assessments.
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Plan ahead by discussing your needs with HR or your manager before returning.
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Know your rights around rest facilities and protection from discrimination.
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Organise your day by scheduling expressing times that fit around your workload.
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Look after yourself with rest, hydration, and support both at work and at home.
Top tips for employers:
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Provide a private, clean space – not a toilet – with a chair, power outlet, and ideally a fridge.
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Be flexible with breaks to allow expressing without penalty.
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Create a clear policy that sets expectations and reassures employees.
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Train line managers so they know how to respond sensitively and practically.
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Normalise conversations about breastfeeding as part of workplace wellbeing.
Conclusion
Breastfeeding and returning to work are not mutually exclusive. With the right support, employees can continue breastfeeding for as long as they choose, while employers benefit from improved retention, reduced absence, and a more inclusive workplace culture. World Breastfeeding Awareness Week is a timely reminder that supporting breastfeeding is not just a personal issue but a workplace one too. By tackling myths, understanding responsibilities, and adopting best practice, organisations can play a vital role in ensuring every employee feels supported in balancing their career and their family’s wellbeing.
