How Nonprofits can align mission and compliance.
By Freedom Kolb, CEO of The Milk Bank
Nonprofits are accustomed to deftly navigating the space between service and business. While we are committed to producing high impact outcomes for our communities, we are equally invested in operational excellence including accounting, marketing, facility management, regulatory compliance, and human resources (HR).
Even organizations that feel adept in human resources and regularly invest in their workforce may feel less comfortable discussing lactation in the workplace. Two areas are quickly changing this HR landscape. First, supporting breastfeeding is good for babies and for business! In fact, investing in workplace lactation support results in a 3-to-1 return on investment[1]. And now, thanks to the PUMP Act, it is the law[2].
Workplace Lactation
Breastfeeding or chest feeding has long been considered a public health imperative, offering unparalleled, well-researched health benefits for both mother and baby[3]. What is often overlooked are the economic benefits to the employer for supporting lactation in the workplace. Recent labor statistics suggest 6 out of 10 women in the workforce are new mothers, representing the fastest growing workforce segment[4]. Additionally, employers can look forward to:
- Reduced Health Care Costs: Breastfeeding is associated with lower healthcare costs for both mother and child. Breastfed infants tend to have fewer infections, respiratory illnesses, and ear infections, which means fewer pediatric visits and hospitalizations. Breastfeeding also benefits maternal health by reducing risks of breast and ovarian cancers, heart disease, and diabetes. Lower healthcare claims reduce insurance costs for employers.
- Decreased Absenteeism: Both mothers and fathers of breastfed infants often report fewer instances of illness in their babies, leading to fewer sick days taken to care for a child[5]. Fewer absences help maintain continuity and productivity, reducing the cost and disruption associated with unplanned leave.
- Improved Employee Retention: Companies that support breastfeeding have higher employee retention rates among new parents – 60% better retention[6]! Reducing turnover saves businesses recruitment, onboarding, and training costs.
Higher Productivity and Morale: Supporting breastfeeding through lactation accommodations can boost employee morale, showing that the organization values the health and well-being of its employees. This leads to greater productivity, loyalty, and satisfaction among working parents.
Enhanced Public Image: Companies that offer family-friendly policies, including breastfeeding support, may see an enhanced reputation, which can attract talent and improve brand perception among consumers who value social responsibility.
Pump Act Compliance
The United States offers several protections for pregnant and breastfeeding employees including the Protections for Nursing Mothers Act (PUMP Act). This bi-partisan law expands employer obligations under the Fair Labor Standards Act (FLSA) and provides workplace protection to nearly 9 million additional breastfeeding employees. Understanding these regulations can help you retain healthier, engaged employees and prevent costly fines. Specifically, the PUMP Act requires:
- Exempt and non-exempt breastfeeding employees are protected up to one year after their infant’s birth.
- Employers must provide a place, other than a bathroom, shielded from view and free from intrusion for pumping.
- Employees may take reasonable break time to pump. Frequency and duration may vary by employee.
- Covered employees must be completely relieved from duty during pump breaks or paid for time spent pumping.
Resources for Nonprofits, Employers, and Employees
Free resources are widely available online to help you navigate policy development and supports. Please consult your trusted HR advisors to review your compliance requirements and remember state, local, and/or union regulations may be more generous than the federal requirements. The Department of Labor maintains an excellent website at dol.gov/agencies/whd/pump-at-work. Additionally, the Office on Women’s Health offers womenshealth.gov/supporting-nursing-moms-work. Finally, the U.S. Breastfeeding Committee has built a tremendous resource regarding the Economic Case for Breastfeeding and related resources at usbreastfeeding.org/breastfeeding-references.html#nationalcost.
Thanks to a partnership from the Women’s Fund of Central Indiana, The Milk Bank is also able to offer resources to employers across Indiana and the Midwest – including a free webinar (11.21.24) and lactation room starter kit. You can access these supports at themilkbank.org/employer.
Investing in breastfeeding support not only can help position you as an employer of choice, but can help build a wonderful workforce with a substantial business advantage.
[1] Washington Business Group on Health. Breastfeeding Support at the Workplace. Washington, D.C.; 2000. Issue No. 2
[2] https://www.dol.gov/agencies/whd/pump-at-work
[3] https://www.usbreastfeeding.org/breastfeeding-references.html
[4] https://www.womenshealth.gov/supporting-nursing-moms-work
[5] Cohen R, Martek MB, Mrtek RG. Comparison of maternal absenteeism and infant illness rates among breastfeeding and formula-feeding women in two corporations. Am J of Health Prom; 1995. 10(2):148-153.
[6] https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-workplaces-can-support-returning-mothers.aspx
