New Hampshire Breastfeeding

Task Force
ASTHO Breastfeeding Support in
the Workplace: Resource Toolkit
 Welcome to the Breastfeeding Friendly Workplace
Resource Toolkit!
Thank you for working with the New Hampshire Breastfeeding Task Force to turn your
workplace into a breastfeeding friendly workplace. Deciding to make this transition illustrates
that you are dedicated to the well-being of your employees and workplace as a whole.
Our toolkit consists of multiple resources to guide your establishment through this transition, in
hopes of it being as smooth as possible. All of the resources within this toolkit just serve as a
guide. Please feel free to tailor or adapt any information to your workplaces specific needs.
Throughout the toolkit you will find the following resources:
Promotional Letter to Employers: sample letter from employees to employers
encouraging them to implement a lactation support program in their workplace
Sample Policy for Supporting Breastfeeding Employees: outlines requirements
needed for a successful lactation support program
Timeline for Implementing a Lactation Support Program: general overview
of the transitional process
*varies based on workplace*
Examples of newsletters informing employees about this transition:
promotional letters sent to employees, making them aware of this new program
An informational table tent: display in employee cafeteria, break room, etc. to
encourage mothers to breastfeed in the workplace
A copy of the Federal Break Time Law: law in place for breastfeeding mothers
in the workplace
10 Healthy Tips for Working Mothers: offers nutritional and general healthful
tips for working mothers
Employee Feedback Form: distribute to employees after program
implementation to assess success of program and plan for change (if necessary).
Employer Assessment Form: use to assess program after implementation to
ensure that youre meeting all necessary requirements
NH Breastfeeding Task Force Breastfeeding Friendly Employer Award
application: awarded to a workplace for their outstanding achievement in
supporting working mothers in their establishment
Breastfeeding Resource Guide for the Monadnock Region and Beyond: list of
all local resources available to support employers and employees
A list of local and national resources available to you for more assistance
We hope that this information serves you well as you become a breastfeeding friendly
workplace! For further assistance, please contact nhbreastfeeding@gmail.com.
 Promotional Letter to Employers
[Send on appropriate letterhead under the signature of your State Health Commissioner or other
respected individual in your state or community.]
Dear [name of state or city] Employer,
I am inviting all [name of state or city] employers to participate in an important worksite
initiative that can be a win-win for both your company and your employees: establishing a
worksite lactation support program as part of your companys health benefit program.
Supporting breastfeeding employees is good for business.
Employers who provide a supportive environment to help women continue breastfeeding after
childbirth enjoy many proven benefits that directly affect your bottom line. These include:
Lower health care costs
Lower turnover rates
Lower absenteeism rates
Higher employee productivity and morale
Positive public relations in the community as a family friendly business
Supporting breastfeeding is good for employees and their families.
When an employee returns from maternity leave, she wants to be a productive and profitable
employee and a good mother. The American Academy of Pediatrics recommends that babies
exclusively receive their mothers milk for the first six months, and continue breastfeeding for at
least a year or more. Breastfed babies are healthier, and have fewer infections and illnesses.
Mothers who breastfeed also experience significant health benefits, including lower risk of breast
cancer. Its no wonder that 70 percent of new mothers today choose to breastfeed. Yet many of
these mothers are concerned that returning to work will be an obstacle to continuing to
breastfeed.
Providing a lactation support program involves little investment of time and resources.
The needs of breastfeeding employees are simple, a lactation support program can be
implemented inexpensively. These four simple components can make a world of difference:
1. A private place for employees to be able to express milk in privacy during the work
period
2. A flexible schedule to express milk two or three times a day (primarily using allotted
breaks)
3. Information on how to combine employment with breastfeeding
4. Supportive supervisors and staff

We invite your company to join the hundreds of breastfeeding-friendly companies across

the United States that have implemented lactation support programs and experienced bottom-line
benefits. A representative from [name of organization] will be contacting you soon to share more
information about how you can become a breastfeeding-friendly business, and to share a copy of
The Business Case for Breastfeeding, a program kit produced by the U.S. Department of Health
and Human Services, Health Resources and Services Administration.
In the meantime, I encourage you to institute breastfeeding-friendly policies in your
workplace, and to seek ways to provide verbal and practical support. Its an investment that will
multiply for years to come in better health for children of our city/state!
Sincerely,
[Name of Health Commissioner or other official] [Title]
 Sample Policy for Supporting Breastfeeding Employees
In recognition of the well documented health advantages of breastfeeding for infants and
mothers, [name of company] provides a supportive environment to enable breastfeeding
employees to express their milk during work hours. This includes a company-wide lactation
support program administered by [name of department].
[Name of company] subscribes to the following worksite support policy. This policy shall be
communicated to all current employees and included in new employee orientation training.

Company Responsibilities
Breastfeeding employees who choose to continue providing their milk for their infants after
returning to work shall receive:

Milk Expression Breaks

Breastfeeding employees are allowed to breastfeed or express milk during work hours
using their normal breaks and meal times. For time that may be needed beyond the usual
break times, employees may use personal leave or may make up the time as negotiated
with their supervisors.

A Place to Express Milk

A private room (not a toilet stall or restroom) shall be available for employees to
breastfeed or express milk. The room will be private and sanitary, located near a sink
with running water for washing hands and rinsing out breast pump parts, and have an
electrical outlet. If employees prefer, they may also breastfeed or express milk in their
own private offices, or in other comfortable locations agreed upon in consultation with
the employees supervisor. Expressed milk can be stored [in general company
refrigerators/in designated refrigerators provided in the lactation room or other location/in
employees personal cooler].

Breastfeeding Equipment
**note: it is not required that all workplaces provide a breast pump for employees.
This is based on the discretion of the employer**
[Name of company] [provides/subsidizes/rents] electric breast pumps to assist
breastfeeding employees with milk expression during work hours. The company
provides [hospital grade pump that can be used by more than one employee/or portable
personal use electric breast pump that the employee retains] throughout the course of
breastfeeding for the employee. [If using a standard hospital-grade pump, indicate
whether the company provides/subsidizes personal attachment kit or where the employee
can purchase the kit.] [Indicate whether breast pumps are also available for partners of
male employees.]
 Education
**note: it is not required that all workplaces provide breastfeeding educational
classes for employees. This is based on the discretion of the employer**
Prenatal and postpartum breastfeeding classes and informational materials are available
for all mothers and fathers, as well as their partners.

Staff Support
Supervisors are responsible for alerting pregnant and breastfeeding employees about the
companys worksite lactation support program, and for negotiating policies and practices
that will help facilitate each employees infant feeding goals. It is expected that all
employees will assist in providing a positive atmosphere of support for breastfeeding
employees.
[List other components specific to your companys program]

Employee Responsibilities
Communication with Supervisors
Employees who wish to express milk during the work period shall keep supervisors
informed of their needs so that appropriate accommodations can be made to satisfy the
needs of both the employee and the company.

Maintenance of Milk Expression Areas

Breastfeeding employees are responsible for keeping milk expression areas clean, using
anti-microbial wipes to clean the pump and area around it. Employees are also
responsible for keeping the general lactation room clean for the next user. This
responsibility extends to both designated milk expression areas, as well as other areas
where expressing milk will occur.

Milk Storage
Employees should label all milk expressed with their name and date collected so it is not
inadvertently confused with another employees milk. Each employee is responsible for
proper storage of her milk using [company provided refrigerator/personal storage
coolers].

Use of Break Times to Express Milk

When more than one breastfeeding employee needs to use the designated lactation room,
employees can use the sign-in log provided in the room to negotiate milk expression
times that are most convenient or best meet their needs
 Timeline for Implementing a Lactation Support Program
Note: the actual time frame for implementing a lactation support program varies, and can be
much shorter or longer depending on the size of the company and other internal or external
factors. The steps to the process, however, are applicable to most companies.

Month 1
Initial Program Planning
Review existing research about the value of a lactation support program. (See The
Business Case for Breastfeeding brochure or check the Resource Guide to access a local
breastfeeding coalition or lactation experts who can help.)
Talk to other employers who have implemented successful lactation programs. (The
Business Case for Breastfeeding materials provide features of many companies with
contact persons. You can also check the Resource Guide section on the Tool Kit CD to
find out how to access your local breastfeeding coalition or lactation expert who can help
with names of companies you can contact.)
Identify potential stakeholders within the company and initiate dialogue about the
program.
Contact community resources to identify options for:
o Consultation in establishing the corporate program
o Formal and informal education for employees
o Direct lactation assistance for breastfeeding employees
o Acquisition of breast pump equipment

Month 2
Research
Examine any company data related to employee absenteeism and turnover rates, numbers
of female workers of childbearing age, maternity leave policies, etc.
Identify employee needs and environmental constraints to breastfeeding within the
company (either through a formal needs assessment or through dialogue with pregnant
and current or previous breastfeeding employees).

Month 3
Strategy Planning
Convene a stakeholders meeting with diverse departmental representatives to discuss
results of data collected, and to review options for:
o Milk expression break policies
o Constructing, renovating, or converting a designated space in the company into
one or more lactation rooms
o Breast pump equipment
o Storage and handling of human milk
o Gaining buy-in from other employees
 Establish a mechanism for gathering baseline data that could be used as a comparison for
tracking program success.

Month 4
Program Development
Present program strategy to management and appropriate departments to gain approvals
and buy-in.
Assign a task force to begin program development.
Begin development of a company-wide breastfeeding support policy or program
components, including: Process contracts and purchase orders required f Facilities
contractors Breast pumps Amenities for the lactation room Lactation consultation
services Educational and promotional materials
Complete physical improvements for a lactation room.

Month 4-5
Program Implementation
Plan a coordinated approach to announce and promote the program.
Inform department heads and supervisors about the program.
Provide a brief training orientation about the program with current employees.

Ongoing
Program Tracking and Evaluation
Establish a feedback system for breastfeeding employees, co-workers, and supervisors to
gain ongoing input into streamlining the program.
Communicate with supervisors and managers regarding the impact of the program.
Review company absenteeism and turnover rates periodically to track the potential
impact of the program
 Drop-In Newsletter Communications

#1 - Initial Program Announcement

Merging Motherhood and Work:

New Lactation Program Announced

[Name of Company] announces plans to establish a lactation support services program

for female employees and partners of male employees who choose to breastfeed their new
babies. The program will be established as part of the companys health benefit program.
Lactation support programs are a growing trend in businesses today as a means of
improving family services to employees. More than 70 percent of new mothers now breastfeed
their infants because of the proven health benefits to both infants and mothers. Research shows
that breastfed infants are significantly less likely to suffer from illnesses, infections, and obesity,
and mothers who breastfeed also enjoy significant health benefits, including faster recovery from
pregnancy and reduced risk of breast cancer and osteoporosis. The American Academy of
Pediatrics recommends that infants receive nothing but breastmilk for the first 6 months of life,
and continued breastmilk for at least a year or more.
Corporate lactation programs have been proven to help mothers continue to provide their
milk for their infants. These programs often include designated lactation rooms for milk
expression during work hours, access to efficient breast pump equipment, education programs,
and access to health professionals who can assist with questions and concerns.
If you are a pregnant or breastfeeding employee, we invite you to submit your ideas for
services that will be most helpful. Any employee who would like to provide input into the
process is invited to contact [name of department/contact person] with suggestions. A task force
will be convened to identify needs, review suggestions, and discuss the best approach for our
company. Contact our office if you would like to be a part of this task force.
#2 - Program Launch Announcement

New Lactation Health Benefit Services Announced

[Name of Company] announces the launching of a lactation support program for breastfeeding
women who wish to continue providing their milk for their infants after they return from
maternity leave.

The lactation support program is part of the companys health benefit services, and was
developed following careful planning and review of suggestions provided by employees. The
program includes:
o A designated safe, private area for expressing milk during work hours. The room
is located [give location]
o Access to an electric breast pump for quick and efficient milk removal [describe
the type of pump and milk collection kit available]
o Educational materials and classes [indicate date, time, and location]
o Monthly support group meeting [indicate date, time and location]
o Access to a lactation consultant for assistance with breastfeeding.
Research shows that supporting breastfeeding employees is a WIN-WIN for everyone.
Breastfeeding is recommended by all major medical organizations as the optimal way to feed
infants because of its significant health advantages. Breastfeeding is also healthier for mothers
by contributing to lower rates of breast cancer and improving recovery from pregnancy. This all
translates into positive benefits for companies, including lower health care costs.
[Name of company] is proud to join hundreds of other businesses across America who
provide lactation support for their employees. We are pleased that our breastfeeding employees
can successfully merge their important priorities of family and work through onsite lactation
support, and urge supervisors and coworkers to lend their support.


Breastfeeding WORKS for Working Women!

Breastfeeding WORKS for Working Women!

Employees who choose to continue breastfeeding after they return to
work can help you reach your personal infant feeding goals.
Nursing Mothers Rooma beautiful new milk expression room
with a relaxing environment to comfortably express milk during
work hours
Use of breast pumpssafe and efficient electric pumps located in
each lactation room
Educationclasses during your pregnancy and after baby is born,
and access to helpful materials
Supportto help you reach your personal goals for feeding your
baby after returning to work
Learn more about our lactation support services to help
breastfeeding employees continue to give their baby the best start
in life
 Lactation Support Program Feedback Form
For Breastfeeding Employees
Thank you for participating in our Company Lactation Support Program!
Congratulations for continuing to breastfeed after your return to work! Please take just a few moments
to complete this lactation support program feedback form to provide us with your suggestions for ways
we can continue to improve services to breastfeeding employees. We urge you to continue to spread the
news about the program to your pregnant and breastfeeding colleagues, as well.

Name

Position/Title

Department

How old was your baby when you returned to work? _______ months weeks

How long did you express milk at work for your infant? _______ months weeks

Does your workplace have a clearly written policy on breastfeeding for employees that is easily
accessible?

Yes No

Do you have access to a private, fully equipped, single- use space to express milk in the workplace?

Yes No

Do you have stigma-free, easy access to a breast pump at the worksite?

Yes No

Is there an adequate and flexible amount of break time in your schedule for you to express breast milk?

Yes No

Do you feel that your workplace provides a supportive environment where all employees are valued?

Yes No, Why? __________________________________

Other suggestions:
_____________________________________________________________________________________
_____________________________________________________________________________________
____________________________________________________________________________________

Lactation Support Program Assessment Form

For Breastfeeding Employers
After implementing a lactation support program in your establishment, consider filling out this
assessment form to analyze the success of the program.

During the last 12 months, did your worksite:

Have a clearly written policy on breastfeeding for employees that is accessible to them?

Yes No

Provide a single-use, private space that is not a restroom, which may be used by employees to express
breast milk?

Yes No

Provide stigma-free access to a breast pump in the workplace?

Yes No

Provide flexible paid or unpaid break times to allow employees to pump breast milk?

Yes No

Provide free or subsidized breastfeeding support groups or educational classes?

Yes No

Offer paid maternity leave, separate from any accrued sick leave, annual leave, or vacation time?

Yes No

Provide a supportive environment where all employees are valued?

Yes No

If you answered Yes to at least 6 of the 7 questions, consider applying for the New Hampshire
Breastfeeding Task Forces Breastfeeding Friendly Employer Award. For more information, please visit
the following website: http://www.nhbreastfeedingtaskforce.org/employerawards.php