August is National Breastfeeding Month. It’s a good time for employers to review their workplace policies to ensure that breastfeeding employees are supported and that businesses and organizations have implemented changes in federal law.
By providing lactation accommodations, employers are supporting the health and well-being of both the employee and their child, while gaining a three-to-one return on investment for their business or organization.
We’ve gathered resources from across the country to help your workplace be breastfeeding-friendly. Learn how various industry sectors can:
- Accommodate breastfeeding employees
- Review sample policies to customize for your workplace
- Download a checklist for making accommodations
- Know the law
- Understand research that supports breastfeeding and gives employers a competitive advantage.
North Carolina Making It Work Toolkit
The North Carolina Department of Health and Human Services and Breastfeed NC created a toolkit for breastfeeding support, which is a comprehensive look at the benefits of breastfeeding for children, moms, and businesses. It includes a checklist for employers, solutions for supporting breastfeeding employees in various working environments, NC county resources, and frequently asked questions.
Lactation Break Time Information by Industry Sector
The U.S. Department of Health and Human Services, Office of Women’s Health, provides information in industry sectors on how to implement the Providing Urgent Maternal Protections (PUMP) Act. The following industries are covered:
- Restaurants and hotels
- Retail and personal services
- Health care
- Education
- Manufacturing, factories, and warehouses
- Transportation
- Public spaces, office jobs, and outdoor job sites.
Guide to Family Forward Workplaces
Our Guide to Family Forward Workplaces provides research, recommendations, and a successful case study with a sample HR policy from a NC employer that supports breastfeeding employees.
This breastfeeding policy template from Workable sets guidelines, details arrangements for lactation breaks, establishes a lactation room, and outlines the rights and responsibilities of breastfeeding employees. This policy is a sample that can be tailored to your specific needs and should be considered a starting point for establishing your employment policies.
Tips to Implement the PUMP Act
The Providing Urgent Maternal Protections (PUMP) Act now requires employers of all sizes to provide a reasonable amount of break time and a clean, private space for lactating workers to express milk for up to one year following the birth of the employee’s child. We provide information about implementing the law and tips for successful accommodations.