World Breastfeeding Week (August 1-7) is a timely reminder that supporting new parents is not just the right thing to do, it is a smart business decision. Returning to work after welcoming a new baby can be overwhelming, and the transition back to work often comes with extra hurdles.
When employers create an environment that supports these employees, they help reduce stress, improve retention, and foster a more inclusive workplace culture.
Why breastfeeding support matters
Employees who feel supported during this stage are more likely to return to work after parental leave and to stay longer with their employer. That retention matters, especially given the high cost of replacing experienced talent.
What the law requires
The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers) requires employers1 across the U.S. to provide:
- Reasonable break time for an employee to express milk, for up to one year after the child’s birth
- A private space (other than a bathroom) that is shielded from view and free from intrusion
But the best employers go further.
How HR can create a truly supportive environment
1. Provide a comfortable, dedicated space
Go beyond the legal minimum. Stock lactation rooms with essentials like:
- Comfortable seating
- A small refrigerator for milk storage
- An outlet for breast pumps
- A table or counter space
- Sanitizing wipes or hand sanitizer
2. Offer flexible scheduling
Give parents control over when they take pumping breaks. Avoid back-to-back meetings that make it difficult to step away.
3. Train managers on sensitivity
Educate managers so they understand the importance of flexibility and respect for pumping breaks, and can answer questions without bias or stigma.
4. Integrate breastfeeding into your benefits
With Care for Business, you can go far beyond providing space and time. Through services like Care Specialists, lactation consultants, MilkShip®, and more, we offer breastfeeding parents access to:
- Access to board-certified lactation consultants to help with challenges like latching, pumping, or milk supply
- Referrals to local, in-person lactation consultants
- A complimentary breastfeeding products kit
- Guides and parenting resources for both parents
- MilkShip®, which lets traveling parents safely ship breast milk home
These resources not only help parents navigate the physical and emotional demands of breastfeeding, they also send a clear signal that your organization values their well-being.
5. Normalize the conversation
The more openly an organization talks about parental support, the less isolated new parents feel. This can be as simple as including resources in newsletters, hosting information sessions, or recognizing World Breastfeeding Week internally.
The business case for better support
Companies that prioritize family care policies often see:
- Higher retention of new parents
- Reduced absenteeism
- Improved morale and engagement
- A stronger employer brand, especially among candidates seeking family-friendly workplaces
How Care for Business can help
From helping employees connect with lactation experts to making it possible to continue breastfeeding while traveling, Care for Business offers solutions that reduce turnover, improve productivity, and build a culture of care.
Get in touch to learn how we can help you support breastfeeding parents in your workforce year-round.
- This information is provided for general educational purposes and should not be considered legal advice. Employers should consult their company’s legal team or qualified counsel to ensure compliance with all applicable laws and regulations. ↩︎
