Why Your Company Should Talk About Breastfeeding—Even If Few Employees Are Pumping

By on April 22, 2025

Featured image for: Why Your Company Should Talk About Breastfeeding—Even If Few Employees Are Pumping

If no one is talking about breastfeeding at your workplace, it’s not because no one needs support. It’s because no one feels safe enough to ask. Many companies assume only a handful of employees need lactation accommodations each year. And if it’s just a few people, why bring it up at all?But here’s the reality: those few are simply the ones who felt safe enough to speak up.

When a company stays silent on breastfeeding and pumping, it doesn’t just make things harder for those who ask. It tells everyone else: you’re on your own.

Screenshot 2025-04-23 at 12.27.17 PM

Silence isn’t neutral. It’s a signal.

When companies don’t proactively talk about lactation support, employees are left to make assumptions about breastfeeding in the workplace:

  • That it’s taboo

  • That asking is a burden

  • That it’s not really supported—even if technically “allowed”

But as an HR leader, you can change that narrative.

When you lead with clarity and compassion, you create space for employees to show up fully—in both their roles and their caregiving.

And let’s be honest: when managers aren’t trained, they flounder. They delay. They unintentionally say the wrong thing—or nothing at all. That lack of readiness creates unnecessary friction at one of the most vulnerable points in an employee’s life.

But when a new parent asks, “Where can I pump?” or “What accommodations are available?” they deserve a clear, immediate, supportive answer. Not a shrug. Not confusion. Not a delay.

We created the Breastfeeding at Work: Templates & Talking Points for HR Leaders guide to take the guesswork out of these conversations and equip your managers with the right tools to navigate them.

Inside, you’ll find:

  • Plug-and-play messaging for company-wide communication

  • Manager training tips and conversation guides

  • FAQs and policy examples you can share with employees

  • Scripts that remove the awkwardness—for everyone involved

You don’t need a large population of breastfeeding employees to lead. You just need the courage to speak up—and the right tools in your corner  to make lactation support visible, vocal, and a standard part of your company culture.



Related Articles

RTO Reality Check: Is Your Office Compliant with the PUMP Act for Breastfeeding Employees?
2/25/25
Employers

RTO Reality Check: Is Your Office Compliant with the PUMP Act for Breastfeeding Employees?

With return-to-office mandates in full swing, employees are adjusting to a new reality—and breastfeeding parents in particular are facing unique challenges. For breastfeeding employees, the abrupt shift back to in-office work means quickly navigating pumping schedules, finding private spaces, and ensuring they have the time they need to express breast milk. For employers, it means acting fast to ensure compliance with federal laws like the PUMP Act. Understanding the PUMP Act The Providing Urgent Maternal Protections (PUMP) Act, signed into…

Streamlining Breast Milk Shipping: A Solution for Forward-Thinking CPOs
8/1/24
Employers

Streamlining Breast Milk Shipping: A Solution for Forward-Thinking CPOs

As a Chief People Officer at a large enterprise, managing a benefits program for thousands of employees is a constant balancing act. One of the most persistent challenges you face is ensuring that critical, yet often overlooked, support systems—like breast milk shipping—are efficient and accessible. Manual reimbursement processes for this benefit are not only cumbersome but also fail to provide the visibility and control needed for effective management. Why Manual Reimbursement Falls Short For breastfeeding employees, the process of shipping…

At Risk: Why Employers Can’t Afford to Ignore Working Parents During RTO
3/5/25
Employers

At Risk: Why Employers Can’t Afford to Ignore Working Parents During RTO

As companies reopen their doors, many employees face the stress of juggling professional duties with caregiving responsibilities. The transition back to the office (RTO) can be particularly challenging for working parents, especially those who are new parents or breastfeeding. Employers play a crucial role in supporting employees’ mental health during this transition, ultimately enhancing employee retention and productivity. Parents who face a stressful RTO transition are more likely to experience burnout and may seek other opportunities, leading to higher attrition…

Back to Top