Pumping at Work: What Every Manager Needs to Know

Managers, it’s time we talk about pumping at work. Nearly 2.8 million women are pregnant and employed. And about 83% of their babies will end up being breastfed. That means you’ll likely have someone on staff who is or will be pumping at work. 

And, believe it or not, managers play a huge role in setting breastfeeding and pumping employees up for success. The amount of support a manager provides to employees while they’re pumping can significantly impact:

• The length of time an employee is able to pump and provide breast milk to their baby
• Employee’s mental and physical health and long-term connection to their child
• The length and likelihood that an employee will stay with an organization after coming back from leave

Whether you are a manager who has pumped at work or not, we’ve put together a cheat sheet to help you show up for your employees during this critical time. Here’s what all managers need to know about pumping.
 

The basics of pumping

First, keep in mind that not all working mothers pump. Breastfeeding and pumping are personal choices that can change at any time. However, it’s important to understand what your employees are facing, and learn how you can best support them. Regardless of whether and how long they pump, it is also critical that you share all available resources in the event that their situation changes.  

What happens during a pumping session?

Pumping sessions happen 2-3 times a day, about 30 minutes each time. Mothers use a pump machine to express milk that they can later feed to their baby. Some machines can make a loud sound during the session and can contain several pieces that are required for the machine to run. If one piece is forgotten, it can derail the entire pumping session. Once the pumping session is done, the mother needs to rinse the equipment to prevent bacterial contamination. The milk then needs to be stored in a refrigerator to avoid spoilage. A mother’s stress level can drastically impact supply, so it’s critical for the mother to have a calm, private environment during each session, without the expectation that they are required to work through it.

How long do mothers pump?

Most mothers will continue pumping for at least six months after giving birth, but it can vary significantly and is often a sensitive subject. You should follow your employee’s lead about what they do and don’t want to share with you regarding this topic.

Are employers required to provide accommodations to support pumping at work?

The PUMP Act, enacted in 2022, requires employers to make the following accommodations for their employees who are pumping:

• Provide enough break time for pumping
• Make available a private space (not a bathroom) for expressing milk for up to one year following the birth of the child

These basic accommodations can make a real difference for working mothers. However, here are some additional ways managers can support pumping employees.

Six ways to go above and beyond to supporting pumping at work

The following suggestions, collected from personal experience, professional expertise, and survey respondents from the “Working Mothers Speak: 2023 Report”, can help managers build a more supportive environment for pumping at work:  

1. Say no to back-to-back meetings

Make it a rule to avoid booking back-to-back meetings as much as possible (everyone on the team will thank you). Mothers must keep to a consistent pumping schedule to maintain milk supply and physical health; as such, they might not be able to move around their pumping time blocks. A respondent from the “Working Mothers Speak: 2023 Report” sadly had a negative experience because of this: “I lost much of my milk supply when I went back because I couldn’t fit my pumping breaks into my work day despite being "entitled " to them.”

2. Find coverage

Provide coverage for pumping breaks, especially in professions where it's necessary (e.g., teaching, nursing, etc.). Managers can proactively offer support by identifying potential stand-ins to cover pumping sessions.

3. Offer comfortable space

Set up an inviting space for pumping. In addition to privacy, offer a fridge, sink, and comfortable seating. As a bonus, have a hospital-grade pump in the room so that employees don’t have to bring their own pumps back and forth. As one mother from the “Working Mothers Speak: 2023 Report” puts it, comfort of the space can make a huge impact on employee experience - “I'm grateful for the accommodations I have to breastfeed and particularly the time allotted for it, but the space isn't comfortable (no lock on the door, no blinds on the windows - or my other option is the bathroom). Feels like a very vulnerable thing to be doing at work in that setting.”

4. Use scheduling software

Make it easy to book recurring use of the pumping room, prioritizing pumping schedules over other types of bookings, as much as possible. Add the room to your meeting scheduling software for easier booking. 

5. Be flexible

Offer flexibility when you can - working remotely for just 1 - 2 days even a few days a week can make a huge difference for employees who are breastfeeding and pumping. A respondent from the “Working Mothers Speak: 2023 Report” had this to say about flexibility: “Working remotely has made it possible for me to nurse my son without putting my career on hold, which I am very grateful for.”

6. Ask your employees

Ask for suggestions on how to improve the experience, offering a few different ways to provide feedback such as a suggestion box. Another participant from the “Working Mothers Speak: 2023 Report” shared their experience with pumping: “I am a physician/surgeon in fellowship (so low salary, long work hours) and the culture is still not supportive of parents. There are inadequate pumping spaces that are far from where I have to operate. Nowhere to put my stuff. Inadequate leave. No time during the day to pump.”

Build a better pumping program at your workplace

Transitioning back to work after having a baby is a critical time for mothers and their employers to ensure you create the conditions necessary to allow mothers to not only feel supported, but also to want to stay with the organization for years to come. 

Many aspects of a new mom’s transition back to work can be challenging including pumping, which is also the most in a manager’s control to support. While you can’t singlehandedly ensure that all your employees have access to affordable childcare, or that they can balance all their responsibilities both inside and outside of work, taking just a few of the simple steps outlined above around pumping can make a huge difference in employee satisfaction, retention, and productivity.

Most organizations have some work to do to build up employee support. Consider looking into training on this topic, where managers can ask all the questions they may not feel comfortable asking their employees directly, and gain tangible tools to help employees navigate this critical time. An assets and opportunities assessment can also help to identify areas of strength and areas for improvement to ensure that your organization positions itself as a top place to work.