Breastfeeding parents belong in the workforce. Full stop. But without meaningful accommodations—lactation spaces, break time, and a culture of respect—working mothers and other caregivers are often pushed out.
Workplace policies that support caregivers aren’t just “nice to have”—they are essential for retaining top talent, improving productivity, and strengthening businesses. Companies that fail to recognize this risk losing valuable employees and increasing turnover costs.
Right now, workplace equity is highly politicized, with efforts to roll back policies that help employees succeed. While much of the focus is on hiring, the consequences of losing workplace support programs extend far beyond recruitment. Workplace success is about who gets hired—and it’s about whether employees can thrive once they’re there. That means ensuring workplaces provide support through key life stages, including pregnancy, postpartum recovery, and breastfeeding.
When workplace accommodations are dismissed as unnecessary or burdensome, they risk dismantling policies that allow highly qualified people—including new mothers—to remain and thrive in their careers. Any move away from workplace support and equity isn’t just bad for employees—it’s bad for business. As I demonstrated in Go Ask Your Mothers, companies that prioritize employee well-being, flexibility, and supportive policies see higher retention, increased productivity, and stronger financial performance.
Breastfeeding Accommodations Strengthen the Economy
The ability to breastfeed while working is a health issue, an economic issue, and a retention issue.
Breastfeeding improves health outcomes for both babies and mothers. It reduces healthcare costs, increases employee retention (for partners too), and supports workplace productivity. Thanks to recent legislative progress—including the PUMP Act and the Pregnant Workers Fairness Act (PWFA)—millions of working parents now have legal protections that help them continue breastfeeding while staying in the workforce. These policies have been critical steps forward, but without continued momentum, their impact could be eroded.
When workplaces fail to accommodate caregiving employees, they disproportionately push out highly qualified women. And this isn’t just about mothers—it’s about all caregivers. Partners, dads, grandparents, and adoptive parents all benefit from workplace cultures that respect caregiving responsibilities.
Retention Starts with Support
When jobs fail to support the realities of life—whether it’s caregiving, parental leave, childcare, flexibility, or lactation accommodations—employees often leave, and businesses also suffer.
To build a workplace where employees can succeed, companies must:
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Provide accessible lactation spaces that meet employees' needs
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Implement policies that reflect the realities of working parents
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Normalize accommodations so employees don’t feel like a burden for using them
Breastfeeding accommodations aren’t special treatment—they’re essential workplace support that helps businesses retain talent, boost productivity, and foster a healthier workforce.
Why This Matters to Everyone
A workplace that doesn’t support caregivers is a workplace that doesn’t retain its best employees. It’s a workplace with higher turnover, lower productivity, and fewer women in leadership roles. It’s an economy where families are forced to make impossible choices between work and caregiving, with lasting financial consequences for everyone.
So even if you don’t think about these policies often, ask yourself:
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Do you want businesses to thrive?
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Do you want to retain top talent?
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Do you want a healthier, more productive workforce?
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Do you want your own family members—partners, daughters, nieces, or friends—to have the opportunity to succeed without unnecessary obstacles?
If the answer to any of those questions is yes, then workplace accommodations for caregivers—including breastfeeding support—matter.
What Can You Do?
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If you’re an employee: Know your rights under the PUMP Act and PWFA. Advocate for yourself and others. If your workplace lacks lactation accommodations, push for them. States are leading the way where federal protections or advocacy fall short—get involved with local groups.
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If you’re an employer: Supporting caregivers isn’t a favor—it’s smart business. Review your policies. Ensure they align with legal protections and best practices. Model a supportive work culture in everyday decisions.
Breastfeeding support in the workplace isn’t a special request. It’s a matter of economic growth, equity for women and other caregivers, and good business sense.
As we look to the future, we must ensure these essential accommodations remain a priority—because when workplaces support caregivers, everyone benefits.
Sarah Wells is the author of Go Ask Your Mothers: One Simple Step for Managers to Support Working Moms for Team Success, and CEO & founder of a mission-driven brand empowering parents with innovative breastfeeding support products. She also leads the Otrera Collective, a mastermind supporting woman-owned small businesses. Sarah collaborates with Employee Resource Groups, management teams, and leadership events to help organizations foster supportive, thriving environments for working moms. Connect with Sarah through Substack, via LinkedIn or directly here.
