02 July 2025
from the 色狗导航 reveals that many UK workplaces are falling short when it comes to supporting mothers who want to continue breastfeeding after returning to paid work, posing risks to their physical and emotional wellbeing.
The study “”, funded by the and led by Sarah Jewell, Professor of Economics, explored the lived experiences of mothers across the UK who had given birth since 2017, and the perspective of HR professionals and line managers, combining , interviews and national datasets. Returning to paid work can be a key barrier to meeting personal breastfeeding goals, among those who wish to do so, which in turn negatively impacts maternal wellbeing.
Continuing to provide a child breastmilk, may involve breastfeeding children during breaks, expressing breastmilk during work hours or fitting breastfeeding around work. Mothers reported difficulties combining breastfeeding and paid work leading to them feeling isolated, anxious, guilty sad and compromising on breastfeeding goals. Many faced anxieties before returning related to not knowing what to expect. Physical health concerns like reduced milk supply, mastitis and fatigue were also common among mothers trying to balance breastfeeding and paid work. Such concerns should be discussed in a health and safety risk assessment but only 31% of mothers reported they had one.
A major part of the problem, the study shows, is a lack of clear legal framework / guidance and formal workplace structures. The onus is often on mothers and line managers to make accommodations work, with a lack of conversation, information and guidance in workplaces. While employers are advised to provide private, hygienic spaces for breastfeeding/expressing breastmilk, there’s currently no legal obligation in the UK to do so, beyond providing a place to rest. Nor is there a legal obligation to provide additional breaks for breastfeeding/expressing. As a result, women lack suitable spaces and dedicated breaks and some are forced to express milk in unsuitable places such as toilets and cars.
The study also revealed gaps in awareness. While the majority of HR professionals and line managers said they wanted to support breastfeeding employees, many were unsure how. Only 23% of HR professionals surveyed said they had a breastfeeding policy in place, and over half of line managers said they hadn’t received adequate training to support returning mothers.
The study also shows that flexible working arrangements are essential to support individual needs. How easy a mother finds balancing breastfeeding and paid work often depends on how young her child is, whether she needs to express milk at work, and whether her job allows for flexibility. Women in roles with remote or hybrid options were significantly more likely to continue breastfeeding and have positive experiences— pointing to the need for personalised workplace arrangements. Small changes, like having a small fridge available in one’s workplace and a flexible working schedule can go a long way to support breastfeeding mothers.
Professor Sarah Jewell, said: “Breastfeeding shouldn’t be something women feel they have to compromise when returning to work. It’s clear that better policies and clearer guidance and communication are needed, both for mothers and employers, to support this vital aspect of maternal and child health.”
The report calls for changes to strengthen workplace support, including:
As families face increasing pressure to return to paid work quickly after childbirth, this research offers a vital roadmap for change — one that puts maternal wellbeing and informed choice at the heart of workplace policy.
and toolkit will be launched via an online event on 16th July 2025 at 1pm via MS Teams.
This project has been funded by the Nuffield Foundation, but the views expressed are those of the authors and not necessarily the Foundation. Visit nuffieldfoundation.org
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