Lucy's story
When Good Intentions
are not enough
Lucy returned to work nine months after giving birth to her son. She wished to continue breastfeeding and informed her employer of her intention to express milk during the working day
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Support provided
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She was allowed to take paid breaks to express milk during her working day
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A room was identified for her use
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She was given access to a fridge to store expressed milk
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She was permitted to use onsite sinks to sterilise her equipment
Challenges Experienced
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The room provided did not have a lock, and staff frequently ignored the “Do Not Disturb” sign. On several occasions, colleagues entered the room while Lucy was expressing milk in order to retrieve chairs.
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She was still expected to continue working on her laptop whilst expressing without a comfortable chair
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No full risk assessment of her situation was conducted
Stock image: For illustration purposes only
Creating Truly Supportive Workplaces
Supporting breastfeeding employees goes beyond policy - it's about dignity, privacy and listening to real experiences
Good intentions are a starting point. Good practice is what makes the difference
What This Case Study Highlights
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Privacy is non‑negotiable when supporting breastfeeding at work
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facilities must be comfortable, safe, and fit for purpose
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Desk‑based roles still require individual risk assessments
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Listening and acting on concerns matters
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Workplace culture affects how safe employees feel to speak up