- Retention of experienced employees;
- Reduction in sick time taken by both moms and partners for children's illnesses; and
- Lower health care and insurance costs.
Employers who are successful at retaining valued employees after childbirth find that providing dedicated space (as small as 4' x 5') for breastfeeding employees to express milk in privacy and providing worksite lactation support can result in more satisfied, loyal employees and cost savings to the company.
These savings are seen in such areas as:
The Business Case for Breastfeeding provides information on how your company can benefit on providing lactation support for your employees. The program highlights how such support contributes to the success of the entire business. The Business Case for Breastfeeding offers tools to help employers provide worksite lactation support and privacy for breastfeeding mothers to express milk. The program also offers guidance to employees on breastfeeding and working.
The Wage and Hour Fact Sheet #73 “Break Time for Nursing Mothers under the FLSA” and the Frequently Asked Questions (FAQs) on the Department of Labor website provide basic information about the law.Effective March 23, 2010 the Patient Protection and Affordable Care Act amended Section 7 of the Labor Standards Act to require employers to provide reasonable break time for an employee to express breast milk for her nursing child. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.
Employers Share Experiences and Support for Breastfeeding
Colorado Breastfeeding Coalition YouTube video on Employer perspective on accommodating breastfeeding.