This guide covers some common workplace challenges faced by organisations, as identified in our study, and offers practical examples and solutions. One common challenge was a lack of awareness and guidance on employers’ legal obligations and how to support breastfeeding employees. We hope these guides provide helpful information to improve awareness and support for breastfeeding in the workplace.
What if our workplace does not have enough space / suitable space?
It is important that breastfeeding mothers have access to a private and hygienic space (ideally lockable) where they can express breastmilk / breastfeed, if required. However, a common problem, particularly in some industries, is a lack of suitable space. The first step should be to have a conversation with the employee to understand their needs. This might help to identify a suitable solution that they are comfortable with. You do not have to offer a breastfeeding room if this is not practical but there may be alternative spaces that are private, lockable and hygienic, and where there is no risk of being disturbed. Examples include a private office or a meeting room.
Where it is not possible to provide private and hygienic space, alternative solutions should be considered. These can include shorter working days, changes to start/end times, changes to shift patterns or the option to work from home for part of the day. In some cases, working from an alternative location may be an appropriate solution.
Example solutions from our study:The room provided was a multi-purpose room and room divider was added to ensure privacy, should more than one person be using that room. However, such a solution would rely on the individual being comfortable with this. Some mothers may be conscious, if for example, they have a noisy breast pump. There were no suitable facilities so the employee was temporarily moved to another site where a room was available/was close to her home. |
What if we do not have safe storage space for expressed breastmilk?
A common concern raised by mothers in our study related to the safe storage and transportation of expressed breastmilk. Many reported having to use a communal fridge but were worried whether it maintained a safe temperature. As mentioned in Employer Guide 4, buying a thermometer or a small portable fridge are two practical solutions that can alleviate concerns about safe storage. If your employees need to travel, a portable fridge may be especially useful. This was a solution seen in several cases in our study.
If the employee’s home or childcare provision is nearby, it may be possible to allow extended breaks for mothers to transport the milk, or to adjust working patterns to reduce the time between the storage and transportation. As always, an open conversation with the employee is helpful to understand what they are comfortable with.
What if it is difficult to offer flexibility, additional breaks or find cover for breaks?
In most cases changes to work patterns are only temporary and become less necessary as the child grows older. A lack of flexibility, particularly around breaks, was one of the most common challenges identified in our study. This was particularly true in jobs that, for example, involved direct interactions with clients, customers, and others such as patients and students. A conversation can help find solutions that suit both the employee and employer. It is good practice to allow for up to an hour (depending on the employee’s individual needs) of additional breaks for breastfeeding/expressing breastmilk. In some cases, the individual may not need to use the full time at once, for example, if they need to express only for comfort, and may benefit from spreading shorter breaks over the working day. Others may prefer to take the time in one go or use it to have shorter shifts. This may make it easier to arrange appropriate cover.
Example solutions from our study:Judith, a receptionist, regularly worked an evening shift when she was the only person at the front desk, so offering breaks would mean leaving the desk unattended. A colleague from elsewhere in the organisation was able to provide 20 minutes of cover to allow her to have a break. Ruby, a teacher, arranged for a colleague to take over afternoon registration giving her time to express breastmilk for comfort purposes without comprising her scheduled teaching. Rosa, a GP, was temporarily given fewer patients, to ensure there would be time in the day for additional breaks if needed. |
What happens if my employee needs to travel?
Some jobs involve travel as part of regular duties such as visits to clients or work in emergency services. As part of the risk assessment (see Employer Guide 3), it is important to identify any potential risks to the employee and/or their child. If risks cannot be controlled or removed, the employer should offer suitable alternative work. We saw a few examples of this in our study where employees who had to travel were given a temporary desk-based job. For some, travel meant more flexibility, particularly around breaks but one of the biggest problems for those expressing breastmilk was safe storage. In our study, some employers provided a portable fridge that could be plugged into a car to support breastfeeding employees who travel as part of their day to day job.
For jobs where employees may need to occasionally or regularly travel to a different workplace location or site, careful planning may be required. For example, legal professionals may need to attend court or employees may need to travel for a meeting, workshop or training. A first consideration should be whether the travel is essential – could the employee attend the meeting or event virtually? If an employee needs to travel to another work location, it is good practice to check whether suitable facilities (including storage facilities) for breastfeeding and expressing are available and bookable. As always, it is important to discuss this with the employee.
For employees who need to travel overnight, being away from their child for an extended period of time may be particularly challenging, especially if the child feeds to sleep or has several breastfeeds during a 24 hour period. As with other travel, it is worth considering whether the overnight stay is essential. If travel is essential or the employee wishes to travel, they may need to travel with their child and possibly a partner/caregiver.
What happens if my employee does not feel comfortable talking to their line managers?
One issue identified in our study was that employers may not know an employee is breastfeeding. As outlined in Employer Guide 3, employees are required to provide written notification that they are breastfeeding in order for their employer to act and provide support. It was not uncommon in our study for mothers to feel embarrassed or awkward telling their employer, or not know the process to inform their employer, with some not disclosing breastfeeding for these reasons. Some felt their employers did not need to know. To help address this problem, we provide an example communication pathway in Employer Guide 8. There are many simple steps employers can take to make it easier and more comfortable for employees to discuss their needs. For example, you may want to consider reviewing the process of how employees should notify you. Could all communication be done via email if the employee prefers? Could a support person or a mentor be available for employees who are not comfortable speaking to their line manager directly?
