Lactation and Breastfeeding Breaks Policy Template

Supporting new parents in the workplace isn’t just the right thing to do — it’s a critical part of building a healthy, inclusive company culture. For employees who are breastfeeding, returning to work can present both emotional and logistical challenges, especially when it comes to expressing milk during the workday.

By implementing a clear and supportive lactation and breastfeeding breaks policy, companies can reduce stress for nursing employees, comply with local laws, and reinforce their commitment to employee wellbeing and work-life balance.

Whether your team is hybrid, remote, or fully onsite, having a written policy helps normalize lactation support at work, prevents confusion, and ensures consistent treatment across the organization.

What a Lactation and Breastfeeding Breaks Policy Should Include

An effective policy should outline:

• Policy scope and eligibility: Who the policy applies to (e.g., all lactating employees) and when it begins and ends.
• Break allowances: How many breaks are allowed, how long they can be, and whether they are paid or unpaid.
• Lactation spaces: Description of the type of space provided for milk expression (private, clean, non-bathroom) and where to find it.
• Remote and hybrid accommodations: How lactation needs are supported in remote work settings.
• Scheduling flexibility: How employees can coordinate breaks with their manager or HR.
• Storage options: Availability of refrigerators or storage areas for expressed milk.
• Privacy and confidentiality: Protection of employee privacy and freedom from retaliation.
• Compliance with laws: Acknowledgement of federal, state, or local laws that protect breastfeeding rights in the workplace.
• Contact information: Who to reach out to for access to lactation spaces or to request accommodations.

Purpose of the Policy

The goal of a lactation and breastfeeding breaks policy is to:

• Support the health and wellness of lactating employees and their children
• Promote a more inclusive workplace for parents
• Ensure compliance with laws such as the U.S. PUMP for Nursing Mothers Act or similar legislation worldwide
• Normalize breastfeeding support as part of a broader wellbeing and DEIB strategy
• Provide clear, consistent guidelines to employees and managers

Lactation and Breastfeeding Breaks Policy Template

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1. Overview

We are committed to supporting the needs of lactating employees in the workplace by providing reasonable break time, a private space for milk expression, and a culture that values family-friendly practices. This policy outlines the rights and resources available to breastfeeding employees.

2. Eligibility

This policy applies to all employees who are breastfeeding or expressing milk for a child under the age of one (or longer, if legally required or medically recommended). It applies regardless of position, work schedule, or location.

Employees may begin using lactation accommodations upon returning to work after childbirth or when they begin breastfeeding.

3. Lactation Breaks

Employees are entitled to reasonable break time to express breast milk during the workday. The number and length of breaks may vary based on individual needs, but typically occur every 2–3 hours and last 15–30 minutes per session.

Lactation breaks may be:

• Taken in addition to regular meal or rest breaks
• Unpaid if they extend beyond the time allowed for standard breaks, unless required by local laws
• Coordinated with a supervisor to avoid disruption to work duties while maintaining flexibility

We encourage open communication between employees and their managers to identify a break schedule that works for both parties.

4. Lactation Spaces

We provide a private, secure, and sanitary space for employees to express milk. These spaces:

• Are not bathrooms
• Are shielded from view and free from intrusion
• Include a comfortable chair, flat surface, electrical outlet, and access to running water
• Are located [insert locations or directions to find them]

If the standard lactation room is unavailable, a temporary space will be arranged that meets the same standards.

For remote employees, flexible scheduling and additional breaks may be provided to accommodate at-home lactation needs.

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5. Milk Storage

Employees may store expressed milk in designated refrigerators located [insert locations]. Milk must be labeled with the employee’s name and date and stored in sealed containers.

Employees are responsible for bringing their own storage bags, containers, and cleaning supplies. Refrigerators are cleaned regularly, but the company is not liable for the condition or contents of milk stored onsite.

6. Remote and Hybrid Work Considerations

For employees working from home, we offer the same flexibility and protections. Employees are encouraged to structure their work schedules around milk expression needs and communicate with their managers to ensure adequate break time.

If a remote employee needs additional support or flexibility (e.g., fewer meetings during certain hours), they may work with HR or their manager to create a personalized plan.

7. Non-Discrimination and Confidentiality

Employees will not be retaliated against, discriminated against, or denied opportunities based on their choice to express milk during the workday.

Managers and HR must respect the privacy of employees using lactation accommodations. Any information shared related to lactation needs will be kept confidential and only shared as needed to fulfill accommodation requests.

8. Compliance with Law

This policy complies with the U.S. PUMP for Nursing Mothers Act, as well as state and local laws requiring lactation accommodations. In cases where local laws provide greater protections than this policy, the company will comply with the more protective standard.

Employees outside the U.S. may be subject to different or additional rights. HR will ensure compliance with regional labor laws accordingly.

9. Requesting Lactation Accommodations

Employees who wish to use lactation spaces or request scheduling accommodations should contact:

[Insert HR contact name]
[Insert email address]
[Insert phone number or Slack handle, if applicable]

Ideally, employees should make requests at least one week before returning to work from parental leave, but accommodations can be made at any time.

Frequently Asked Questions

1. How many breaks can I take to express milk?
There’s no set limit — employees are entitled to a reasonable number of breaks, typically one every 2–3 hours. Needs vary by person and baby age.

2. Are lactation breaks paid?
If lactation breaks fall within standard paid break periods, they are paid. Additional break time may be unpaid unless otherwise required by law.

3. Where is the lactation room located?
You can find lactation rooms on [insert floor or building]. Reach out to HR if you're unsure or if the space is in use and you need an alternative.

4. What if I’m remote — does this policy still apply?
Yes! If you're working from home, you’re still entitled to flexible scheduling to accommodate lactation needs. Talk to your manager or HR if you need help adjusting your schedule.

5. What happens if my manager isn’t supportive?
We take this issue seriously. If you experience resistance or discomfort discussing your needs, please contact HR directly. Retaliation is strictly prohibited.

6. Is there a time limit on how long I can use lactation accommodations?
The policy typically applies for the first year postpartum, but we are open to extending accommodations based on medical advice or legal requirements.

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