What employers need to know about supporting breastfeeding mothers at work
By Cynthia Lodite, July 30, 2026When a new mother returns to work, the transition is rarely simple. She is adjusting to motherhood, recovering physically from childbirth, coping with sleep deprivation, and trying to maintain breastfeeding while meeting workplace expectations.
For employers, understanding the needs of nursing mothers is not just a matter of compassion; it is a matter of health, productivity, employee retention, and legal responsibility.
Supporting nursing mothers returning to the workforce is both a legal mandate and a critical component of maintaining a healthy workforce. Under the Health Act of 2017, Kenyan employers across all sectors are required to establish dedicated lactation stations within their premises.
These spaces must offer privacy, proper hygiene, comfortable seating, electrical outlets for breast pumps, handwashing facilities, and refrigeration options to store expressed milk safely.
“All employers shall in the workplace establish lactation stations which shall be adequately provided with necessary equipment and facilities, including hand washing equipment, refrigerators or appropriate cooling facilities, electrical outlets for breast pumps, a small table comfortable seats the standard…,” read he acts in part.
Breastfeeding does not end when maternity leave ends
Many employers assume that once maternity leave is over, breastfeeding becomes a private family matter. In reality, health experts recommend exclusive breastfeeding for the first six months of a baby’s life, and many mothers continue breastfeeding alongside complementary foods for months or even years afterward.
A mother who returns to work may need time during the day to breastfeed, express milk, or safely store expressed milk. Without workplace support, continuing breastfeeding can become extremely difficult.
Business Benefits and Flexibility
Fulfilling statutory requirements for nursing mothers offers significant strategic advantages for organisations. Workplace policies that support infant care directly contribute to higher employee retention rates, reduced absenteeism, and improved workplace morale.
Female employees who feel supported during early motherhood show greater job satisfaction, which lowers overall recruitment and retraining costs for businesses.
Offering flexible working arrangements further strengthens workforce stability. Adjusting shift schedules, allowing temporary remote options, or structuring core hours enables mothers to balance professional commitments alongside childcare duties.
Managers and HR personnel should also undergo basic sensitisation to ensure workplace culture remains inclusive. Unconscious bias or indirect friction from colleagues can make nursing mothers hesitant to utilise designated breaks or facilities.
Establishing clear communication channels and supportive management practices ensures that female employees can continue their career progression without compromising infant care. Adopting a proactive approach to maternal health ultimately builds a resilient, inclusive organisation that attracts top talent.