Many mothers want to continue breastfeeding when they return to work but without private spaces, flexible arrangements or clear policies, support often falls short. In this blog Sarah Jewell, Professor of Economics, introduces a new toolkit designed to help employers create breastfeeding-friendly workplaces – boosting staff wellbeing and organisational culture.
This week marks World Breastfeeding Week (1–7 August 2025), a global campaign calling for a “Warm Chain of Support” for breastfeeding. This year’s theme shines a spotlight on the need for supportive environments at every level – from communities to healthcare, and crucially, to workplaces.
For employers, this is an opportunity to foster a happier, healthier and more productive workforce. A workplace that supports breastfeeding employees not only protects maternal wellbeing but also unlocks benefits for retention, loyalty and organisational reputation.
Our research at the University of Reading, funded by the Nuffield Foundation, explored the lived experiences of mothers who wished to continue breastfeeding when they returned to paid work. The project, “Maternal wellbeing, infant feeding and return to paid work”, revealed that while many employers have positive intentions, practical support often falls short – leaving mothers to navigate a stressful transition largely on their own.
The good news? We’ve developed two practical toolkits to bridge this gap:
- The Employers’ Toolkit – helping HR professionals and line managers support breastfeeding employees effectively.
- The Mothers’ Toolkit – offering guidance for mothers navigating breastfeeding alongside a return to work.
The challenge for working mothers
Our study found that the return to paid work is a pivotal moment for mothers who wanted to continue breastfeeding. Many mothers approached this transition with anxiety: Would there be somewhere private and hygienic to express milk? Would they have time to do it? Would their line manager understand? In practice, support was patchy. While some mothers had positive experiences, others described expressing milk in cars or workplace toilets because no suitable space was available. A lack of clear policy meant that the burden often fell on mothers to negotiate suitable arrangements.
The consequences were significant. Physical challenges included engorgement (breasts becoming full), mastitis (inflammation of breast tissue), fatigue and reduced milk supply. Emotional impacts ranged from guilt and isolation to frustration at having to stop breastfeeding earlier than planned. Yet, where mothers were supported – with open conversations, suitable spaces and flexible arrangements – the experience was transformative. They returned to work with confidence, met their infant feeding goals and reconnected with their child through breastfeeding.
Employers as a vital link in the “warm chain”
One of the most striking findings of our research was that employers want to help, but many simply don’t know how. Our surveys of HR professionals and line managers revealed widespread goodwill but limited awareness. Only about half of HR respondents said they knew what was needed to support a breastfeeding employee. Fewer than a quarter of organisations had a breastfeeding policy in place. A third of HR professionals cited a lack of guidance or awareness of legal obligations as a barrier to offering support.
The UK’s current legal framework provides only partial protection. While the Health and Safety Executive (HSE) advises that breastfeeding employees should have a private, hygienic place to rest (with somewhere to store expressed milk), these are recommendations, not legal requirements. There is no statutory entitlement to paid breaks for breastfeeding or expressing milk.
This lack of formal structure often leads to informal, inconsistent arrangements. Yet, when employers take simple proactive steps – such as initiating a conversation, providing a private space, or allowing a phased return – the impact is profound. Mothers feel valued, supported and better able to meet both their family and professional goals.
Supporting breastfeeding employees isn’t just about compassion. It’s good business. Employees who feel respected and accommodated are more loyal, more productive and less likely to take sickness leave – breastfed children tend to be ill less often/for shorter periods, reducing time off for parents.
Turning good intentions into action: The Employers’ Toolkit
To help bridge the gap between intention and action, we developed The Employers’ Toolkit. This resource is designed for HR professionals, line managers and organisational leaders. It offers practical, evidence-based guidance on creating a breastfeeding-friendly workplace. Inside, you’ll find:
- clear explanations of legal obligations and best practice
- advice on developing or strengthening workplace policies
- step-by-step guidance for initiating supportive conversations with returning mothers
- practical examples for overcoming common workplace challenges, from lack of space to rigid schedules.
The toolkit recognises that every workplace is different. A large office may have dedicated rooms, while a small customer-facing business may need creative scheduling solutions. But the principle is the same: small changes can make a big difference – to employee wellbeing, staff retention and organisational culture.
A call to action for World Breastfeeding Week
World Breastfeeding Week is the perfect moment to reflect on the role your organisation can play in the Warm Chain of Support. Employers are uniquely placed to remove barriers and give mothers the confidence to balance work and breastfeeding.
Taking action is simpler than you might think:
- Download and share the Employer Toolkit with HR teams and line managers.
- Start a conversation with returning mothers to understand what they need.
- Review your policies and spaces – even small improvements, like a private room with refrigeration access, can transform the experience.
By making these changes, your workplace can become a cornerstone of support for families – creating healthier, happier employees and a stronger organisational culture.
Explore the toolkits and the full research report here:
University of Reading Workfeed Resources
Sarah Jewell is a Professor of Economics at the University of Reading. This project has been funded by the Nuffield Foundation, but the views expressed are those of the authors and not necessarily the Foundation. Visit nuffieldfoundation.org.