Breastfeeding in the Workplace: Rights vs. Realities
Carene 
“Full-time employment is one of the major reasons for the discontinuation of breastfeeding”
Traditionally when we imagine mothers, we might see the stereotypical “stay-at-home-mom”, tending to the children, preparing meals and running household errands (a full-time job if you ask me). Fast-forward a decade or three, woman have become almost half of the workforce. Globally woman make up about 47% of the workforce, compared to 54% in South Africa according to a Stats SA report in 2023.
On the other hand, WHO and UNICEF recommend that mothers exclusively breastfeed their babies for the first 6 months of life and continue to breastfeed for 2 years or more.
Often mothers find themselves in a constant “tug-of-war” between trying to nurture their babies and providing for the family.
Balancing breastfeeding and a return to work can be one of the most challenging parts of early motherhood. While many mothers wish to continue breastfeeding after maternity leave, practical hurdles and workplace culture can make it difficult. If we strive towards creating more supportive, breastfeeding-friendly workplaces, it can have a ripple effect on the health and well-being of our mothers and their children. I can even go as far as saying, a better world!
So, let’s dissect this important topic in a bit more detail…
Policy vs. Practice – do they match?
Nope.
They don’t. Not in South Africa, at least. There are a few European countries, such as Germany, Spain and France, that provide better rights. By law they are required to provide paid breastfeeding breaks, breastfeeding rooms and extended, paid maternity leave.
Let me show you how poorly the South African labour law supports the rights and needs of breastfeeding mothers.
|
Aspect |
Health Recommendations (e.g., WHO, UNICEF) |
Labour Law Protections (e.g., South Africa BCEA) |
|
Breastfeeding Duration |
Exclusive breastfeeding for the first 6 months; continued breastfeeding up to 2 years or beyond |
No legal obligation to continue breastfeeding; return to work typically by 4 months postpartum (South Africa) |
|
Maternity Leave |
Health bodies recommend maternal presence with the infant during first 6 months |
Minimum 4 months unpaid maternity leave (Basic Conditions of Employment Act, SA) |
|
Breastfeeding Breaks at Work |
Recommended that mothers breastfeed or express milk every 2–3 hours |
South African Code of Good Practice: 2 breaks of 30 minutes each per day for 6 months (not mandatory by law, but encouraged) |
|
Facilities for Expressing Milk |
Employers encouraged to provide clean, private space for expressing and storing milk |
Not legally required in SA, but encouraged in workplace policies for compliance with the Code of Good Practice |
|
Job Security During Breastfeeding |
Mothers should be supported and not discriminated against for breastfeeding |
Protected from dismissal due to pregnancy or related reasons; breastfeeding not always explicitly protected |
|
Public Breastfeeding |
Strongly supported by health authorities |
Legally permitted in most public spaces (SA), but social stigma may still be a barrier |
|
Return to Work Support |
Gradual return or flexible working recommended |
No statutory entitlement to flexible return in SA; subject to employer agreement |
Why Supporting Breastfeeding at Work Matters
By now you might know that breastfeeding has profound health benefits for both babies and mothers (if you don’t…read more details here). To make a long story short, infants benefit greatly from reduced risk of infections, allergies, and chronic diseases. For mothers, it helps with postpartum recovery and reduces the risk of certain cancers. But, have you ever thought of breastfeeding as being beneficial for businesses? From a business perspective, supporting breastfeeding can:
- Reduce absenteeism due to child illness
- Improve employee retention and morale
- Enhance company reputation for supporting family health and gender equity
A local study conducted in Worcester, Western Cape in 2024 found a few consistent factors that seem to support and enable mothers in continuing their breastfeeding journey through the employment phase. These include support from immediate family members, such as grandparents, spouses and siblings. Encouragement, motivation, advice and assistance with household chores and errands was found to be particularly supportive.
“The success or failure of breastfeeding should not be seen solely as the responsibility of the woman. Her ability to breastfeed is very much shaped by the support and environment in which she lives”
Do Breastfeeding mothers have any Legal Protections?
In many countries, laws now protect the rights of lactating employees. In South Africa, for example, the Basic Conditions of Employment Act (No. 75 of 1997) allows for two 30-minute breastfeeding or expressing breaks per day for the first six months after birth. Not leaving the mother with much time to continue this practice, if you think about it. But for now, it’s something…so we’ll take it!
Employers are NOT required by law to provide any of the following:
- Paid maternity leave
- A clean, private space for expressing breast milk (the bathroom does not count)
- Flexible working hours for pumping or breastfeeding
- Storage and cleaning facilities for expressed milk (like a refrigerator)
These are definite aspects that we need to advocate for. Updating legislation to include these aspects, while also regulating compliance will make a world of difference to our breastfeeding rates and all the benefits that follow.
Understanding and upholding these rights is not only a legal obligation but a step toward creating a truly inclusive work environment.
Common Challenges Mothers Face
Often the fear of judgement, discomfort and lack of support can drive woman to stop breastfeeding before they even return to work. Despite some legal protections, many women face practical and emotional challenges when returning to work:
- Lack of private space: Often, the only available place is a restroom. These are unhygienic environments that we would not recommend for handling breast milk.
- Time constraints: Tight schedules and back-to-back meetings make it hard to stick to a pumping routine. Pumping may require anything from 15 minutes to 30 or more, depending on the quality of the pump, set up required and cleaning and storage. A rushed and anxious setting is not ideal to get the love (lactation) hormones to flow for efficient and comfortable pumping.
- Stigma or discomfort: Some colleagues may lack understanding or empathy, leading to feelings of shame or guilt. Not having a private room to pump may further aggravate negative feelings or lack of motivation to pump.
These barriers can contribute to early weaning, which may not be the mother’s choice but a result of inadequate support.
Practical Tips for Breastfeeding Mothers at Work
If you’re preparing to return to work while continuing to breastfeed, here are a few strategies:
- Plan Ahead
- Talk to your employer before your return to discuss your needs.
- Map out your pumping schedule based on your baby’s feeding routine.
- Check the facilities to allow yourself to prepare adequately. Is there a private space for pumping? If there’s a private room with a chair, electrical outlet, and fridge access.
- Bring the Right Gear
- Invest in a good-quality breast pump. Visit your nearest Breast Pump Demo center to guide you on a suitable option for your work environment.
- Pack breast milk storage bags or containers.
- Bring a cooler bag with ice bricks if no fridge is available.
- Communicate Openly
- Let your manager and co-workers know when you’ll be unavailable during pumping breaks (if you’re comfortable).
- Use calendar blocks to protect your pumping time.
- Take Care of Yourself
- Stay hydrated and nourished. Packing lunch, snacks and water can help keep up with your high demands of working and pumping.
- Try to relax during breaks—stress can impact milk letdown. Looking at photos of your baby on your phone can help the milk to flow, or reading a book to take your mind off work.
- Celebrate your efforts! Every drop counts. You are doing the absolute most for your baby!
How Workplaces Can Become More Breastfeeding-Friendly
The Side-by Side campaign has compiled a thorough guideline for employers to become more breastfeeding-friendly. Complete with 10 Steps to becoming a Breastfeeding-Friendly workplace. These steps include a few crucial points:
- Creating lactation policies
- Designating a comfortable lactation space
- Educating managers and staff to reduce stigma
- Offering flexible work options (remote, part-time, or hybrid roles)
- Including breastfeeding support in employee wellness programs
By creating and maintaining a supportive environment, workplaces send a clear message: parenting and professional life can coexist—and thrive—together. A symbiotic relationship, if you will.
Bringing home the bacon…
Breastfeeding in the workplace is not just a personal issue; it’s a public health priority and a workplace equity issue. With the right support, mothers can continue breastfeeding while pursuing their careers. Whether you’re an employer, colleague, or parent, your role in normalizing and supporting breastfeeding is powerful and necessary. To the mothers silently persevering with pumping in the current climate…I solute you!
