Employer Guide 6: Example Breastfeeding Policy

It is good practice to have a breastfeeding policy to help provide a formal structure to support both employees and line managers. In this guide we provide an overview of an example breastfeeding policy which you may want to use in conjunction with our example communication pathway in Guide 7.

It is good practice for a breastfeeding policy to include:

1. An introductory statement that the organisation is committed to supporting their breastfeeding employees and acknowledges the benefits of breastfeeding.
2. The policy aims and scope which also clarifies that breastfeeding covers both direct breastfeeding and expressing breastmilk.
3. The responsibilities of the organisation and line managers (or alternative) and support offered
4. The responsibilities of employees
5. Link to any relevant resources

The exact wording and what support is available will vary across organisations, but we have provided some example wording below:

Policy Introductory Statement

Insert name of organisation acknowledges the health and wellbeing benefits of breastfeeding for mother and child and supports employees who wish to breastfeed their child for as long as they wish to do so, as set out in this policy. Further it acknowledges that breastfeeding benefits the organisation through staff retention, reduced absence due to child sickness, increased employee wellbeing and productivity.

Policy Aims and Scope

This policy aims to set out a transparent and clear framework to support employees who want to breastfeed for as long as they wish to. It sets out what support is available, and the responsibilities of employees and line managers. Breastfeeding includes both directly breastfeeding children and expressing breastmilk (to give to the child and/or for comfort. While an employee is breastfeeding, they and their child have health and safety protection under the Health and Safety Executive (HSE) ‘Protecting pregnant workers and new mothers’ regulations and have protection from indirect sex discrimination and harassment.

Organisation and Line Manager Responsibilities

1. It is the responsibility of HR/the line manager/other [adjust to who is responsible] to communicate this policy to employees.
2. Once the employee has provided written notification that they are breastfeeding / intending to breastfeed, it is the line manager
   

[or other suitable alternative individual]

responsibility to carry out a risk assessment, and have a discussion with the employees, which will consider the employee’s job role and any health conditions. [Insert link to any risk assessment documents/forms]. Line managers should be aware that feeding plans can change so they could receive written notification at short notice.

If necessary, and in consultation with the employees, adjustments/accommodation will be made to working patterns and/or conditions to ensure the health, wellbeing and safety of the employee and child. Examples adjustments include [adjust according to organisation’s available accommodations/adjustments]:

1. Changes to working patterns e.g. changes to shift patterns, start/end times, working from home, flexible working requests, no (overnight) travel. If this requires a flexible working request see [include links to any flexible working policies/forms]
2. Paid rest breaks e.g. to ensure proper hydration/nutrition, for expressing breastmilk, to breastfeed the child directly. Breastfeeding employees will be entitled to additional paid breaks totalling [insert the number of minutes]. The frequency, length and timing should be discussed with the employee. Paid breaks can be used in the form of shorter working days.
3. Adjustments to working conditions that reduce risks identified in the risk assessment e.g. relating to posture, fatigue, physical health (e.g. engorgement/mastitis, changes to milk supply)

Employees will have access to a private and hygienic space for breastfeeding and expressing breastmilk, should they need a space:

1. [Provide location and details (e.g. is it lockable, does it have a chair, a sink, storage facilities, electrical outlets), of any specific space]
2. If an employee prefers they may use a private office/workspace if they have one/one is available
3. Employees can discuss alternative options with their line manager such as alternatives space or working from home

Employees will have access to the follow facilities [add/delete accordingly]:

1. Storage space for expressed breastmilk: [Provide location and details (e.g. is it a communal fridge, a fridge specific for breastmilk, does it have a thermometer?). If there is a scheme for loaning out fridges for breastmilk include details on who to contact]
2. Washing up facilities for breast pump equipment: [Provide location and details (e.g. is it a communal space)]
3. Storage space for breast pump equipment: [Provide location and details – if there is no specific space provide details on where employees should store breast pump equipment]

To support breastfeeding employees and parents the following are available [delete if not applicable/add additional measures]:

1. Peer support/parent and carer networks
2. Mentoring/coaching
3. Add link to any additional resources

Employee Responsibilities

1. The employee should provide written notification that they are breastfeeding/intending to breastfeed in advance of return to work and/or before any Keep in Touch Days (KIT) or Shared Parental Leave in Touch (SPLIT) days. This ensures that an individual risk assessment can take place and appropriate accommodations can be put in place. It is recommended the employee provides any medical evidence, recommendations or requirements when notifying their line manager that they are (intend to) breastfeeding/expressing breast milk.
2. Employees are responsible for leaving any space/facilities for breastfeeding /expressing breastmilk, clean and tidy.
3. Employees are responsible for maintaining and storing of any breast pump equipment and the storage and transportation of their own expressed breastmilk. It is recommended that any breastmilk that is stored in a communal fridge is labelled and/or placed in a cool bag

Include links to other relevant organisation level policies e.g. relating to flexible work, parental leave policies, health and safety risk assessment policy/forms, and any(external or internal) links/resources relating to breastfeeding and work you may want to signpost employees to (see Employer Guide 9).