Breastfeeding in the workplace: A case study

While breastfeeding in the workplace is legally protected in Australia, it’s not a given that it always works without a hitch. There are many factors that can contribute to a positive breastfeeding experience, and the workplace environment can play a significant part in this, particularly in those early months.  

Here we hear from two women about their experience, and delve into what’s required to turn these stories into positive ones.  

Jane’s story 

Jane*, 34, returned to work when her third child was three months old.  

“I pumped constantly to ensure she had enough milk,” Jane says. In a work environment, she acknowledges, this caused anxiety and stress. 

"I really needed to express twice a day,” she says. “But it was frowned upon to take breaks and I was expected to be grateful that I was working part time and left at 4pm, so I would only pump once and end up engorged, with not enough milk for my baby the next day.” 

Jane says that her manager had no knowledge of breastfeeding rights in the workplace, there was no location where she could express in private and she acknowledges that there was no return-to-work plan in place.  

Prior to her return, Jane had discussed the need for breaks, so none of this should have come as a surprise to her employer.  

“I know my entitlements for breastfeeding breaks,” she states. However, in the end, she says, “It was not a comfortable culture to exercise those rights.” 

Jane found herself keeping her breastfeeding needs secret, often running to her car to express, or using any grabbed moment she could. Often, she was unable to take lactation breaks due to appointments being scheduled by others, outside her control.  

Unfortunately, Jane’s story isn’t unique, and many parents continue to persist despite the pressure created when they have to manage without support.  

Below Mary shares her own story. 

Mary’s story 

When Mary*, 33, returned to work when her second child was five months old she was unsure if her workplace recognised the importance of breastfeeding for infants.  

“Nothing was discussed. I just took my breaks,” she says. “I felt awkward and unsure what their position on it was.” 

This lack of clarity and support in the organisation led Mary to stagger her breaks around her colleagues, instead of taking the time she needed, when she needed it.  

“I waited until others went on breaks to take my breaks to express because I felt they would judge me for taking extra breaks,” she says.  

“Pumping multiple times during the day was hard work and I felt uncomfortable and guilty about the time it took out of my work day, and whether I was being judged for 'slacking'.” 

This perception of ‘slacking’ meant sometimes Mary would feel obliged to skip a pumping session in order to meet a deadline. At times, she was asked to stay late, despite needing to get home to feed her child.  

Sadly, Mary was unable to meet her breastfeeding goals, and her supply dwindled over a two-month period.  

She says that she was not confident to stand up for her breastfeeding rights.  

Jane and Mary's stories are not unique, and although more Australian businesses are adopting supportive environments for breastfeeding employees, we still have a long way to go. Below, we break down the top three steps employees and employers can take to manage this well.  

What’s next? 

For employees 

As an employee, it can be hard to know where to start to avoid finding yourself in a situation like those described above. Our top three tips are: 

1. Remember, there are laws to protect breastfeeding parents. You may need to educate your employer about this, but ultimately the law is on your side.   

2. Take time to think about your breastfeeding needs before you talk with your employer. It can help to have a plan of action ready to go.  

3. Have a conversation with your employer before you return to work, so you can set yourself up for success. This is a great time to gently remind them of their obligations under the law.  

You can read more about what you need to know, and how to have that first conversation here. We cover some of the trickier conversation topics here.  

For employers 

Let’s start with some learnings from the above. There are three key considerations that you can take away from these case studies.  

1. It’s important to familiarise yourself with the legal rights for breastfeeding parents. Remember, all employees are entitled to lactation breaks and a private space in which to express. You can read more here.  

2. Limiting an employee’s ability to express can put them at risk of having a lower milk supply for their child and/or getting mastitis. While this can lead to serious health complications, and extended time off work, it can also lead to mental health distress if they can’t meet their feeding goals.  

3. It’s important to have an open conversation with your employee about their breastfeeding needs. This is as much to reassure them of your support as anything. In addition, those needs should be communicated to your team, so that you can nurture a culture of care. You can read more about how to do that here.  

The key to good support is good communication. If in doubt, start with the question, “What breaks will you need for infant feeding needs?”. If you do nothing else, this is a good start. 

It’s good practice to keep checking in with your employee. By doing this, you’re not only supporting the physical needs of the breastfeeding parent, but supporting their mental health and wellbeing at this vulnerable time. This will not only help them as a parent, but also make them a happier, more productive employee. 

Looking for a positive take on breastfeeding in the workplace? Read our positive case study here.