Workplace for Employers

Our team offers consultations to employers and HR departments on how to support your breastfeeding and pumping employees.

Employers who prioritize the support they provide for breastfeeding/pumping mothers have reported:

  • Reduced staff turnover and increased retention of skilled workers after the birth of their child
  • Reduced leave time for parents of breastfed infants who are more resistant to illness
  • Lower and fewer health care costs associated with healthier breastfed infants
  • Higher job productivity, employee satisfaction, and morale
  • Enhanced loyalty among employees
  • Added recruitment incentives for women
  • Improved positive image in the community

How we can help:

  • Consulting on current lactation programs and assistance in making the programs more robust and attractive to new mothers (as well as ensuring the workplace is 100% compliant in their accommodations)
  • Purchase or rental of hospital grade breast pumps for lactation rooms
  • Maintenance and upkeep of breast pumps and lactation rooms
  • On-site or off-site access to lactation consultant(s)
  • On-site or off-site prenatal and postnatal classes tailored to what returning to work means at your workplace
  • Organizing and leading of on-site parent groups

Read the Business Case for Breastfeeding from the U.S. Department of Health & Human Services’ Office on Women’s Health for more information on workplace lactation support programs.

Let us help you figure out the best way you can support your breastfeeding/pumping employees to make a happier, healthier workplace for everyone! Email for more information or to schedule a time for one of our professionals to come to your office.

The Patient Protection and Affordable Care Act (P.L. 111-148, known as the “Affordable Care Act”) amended section 7 of the Fair Labor Standards Act (“FLSA”) to require employers to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.” Employers are also required to provide “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.” See 29 U.S.C. 207(r). The break time requirement became effective when the Affordable Care Act was signed into law on March 23, 2010.

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