[vc_row][vc_column][vc_column_text]For workplace conversations about breastfeeding and infant feeding to be productive, respectful, and comfortable, it is essential to consider not only what is discussed but also how, when, where, and by whom the conversation takes place. The tone, setting, and timing all contribute significantly to how the conversation is received and how successful it is in meeting both the employee\u2019s and employer\u2019s needs. This guide provides an example communication pathway to help facilitate open and productive conversations regarding infant feeding.<\/p>\n
Based on our research, effective communication with employees on return to work should aim to be:<\/p>\n
A key finding from our research is the importance of starting conversations about breastfeeding and return-to-work plans early, ideally before the employee returns to work. Early dialogue helps to reduce anxiety, enables more effective planning, and signals that the employee\u2019s needs are understood and supported.<\/p>\n
We recommend a structured, three-stage conversation plan, which can be integrated into existing touchpoints such as maternity leave planning and keep in touch (KIT) days.<\/p>\n
A meeting held before maternity leave to explore the employee\u2019s initial thoughts and preferences regarding infant feeding, flexible working, and any anticipated support needs. This is also an opportunity to outline available policies and facilities.<\/p>\n
A supportive check-in during maternity leave, for example as part of a keep in touch (KIT) day, to revisit plans, share updates, and discuss a plan of support upon return.<\/p>\n
A more detailed conversation shortly before or just after the return to work, to confirm what support is needed, and discuss and agree on relevant practical arrangements (e.g. breaks, facilities, flexible working hours). A follow-up check-in a few weeks later is also recommended, once the employee has had time to settle back into work and establish a routine with their child.<\/p>\n
It is crucial that conversations about breastfeeding and expressing milk at work maintain a degree of formality. This formal setting helps clarify the context and the support available, enabling employees to understand their options or request additional help as needed. Rather than a casual chat in the corridor, these discussions should take place in a designated office or meeting room. To ensure these conversations are properly documented it is good practice to produce a summary of the key points discussed and share those with the employee. This record not only confirms that the conversation took place but also serves as a reference for any agreed-upon actions or support measures.<\/p>\n
It is essential that the conversation about breastfeeding and expressing milk is led by someone with line management or HR responsibilities. However, the line manager may not always be the best fit for this conversation, particularly if they are male or if their experiences and perspectives differ significantly from those of the returning mother. In such instances, an HR representative or a specially designated \u2018buddy\u2019 or a mentor could provide a more suitable alternative for these discussions. Additionally, maintaining a record of these conversations is beneficial; this can ensure that the discussions are recognised formally and helps returning employees articulate follow-up actions effectively, such as addressing specific needs with their line manager.<\/p>\n
To facilitate meaningful conversations between line managers and employees, it is crucial to equip both parties with the appropriate tools and language. These tools can include a comprehensive workplace policy on breastfeeding and expressing milk, a checklist derived from this policy to guide discussions, and designated contact persons who serve as a trustworthy, empathetic and reliable person. Additionally, developing a flexible plan that is mutually agreed upon by the line manager and the employee can ensure that both parties have a clear framework within which to proceed.<\/p>\n
The content or ‘what\u2019 is discussed will differ according to the point of time and the specific needs of employees and employers as well as the context of the workplace. Here are some suggestions of the kind of topics that could be raised at each conversation point:<\/p>\n
Timing: Ideally during a pre-leave planning meeting
\nPurpose: Introduce the topic of return to work and infant feeding plans in a supportive, informative, and open manner.<\/p>\n
Timing: Ideally midway through maternity leave or in connection with a KIT day
\nPurpose: Revisit infant feeding plans, offer support, and begin a conversation about practical items in relation to return to work.<\/p>\n
Timing: On or shortly after the employee\u2019s first days back
\nPurpose: Put agreed plans into action, check how things are going, and make any necessary adjustments.<\/p>\n