NZ Telstra Clear estimated $75,000 in savings for each high performing employee who returned to work after maternity leave.

The Business Case
Many employers recognise that helping employee’s balance the demands of work and family results in a happier, more productive workplace. Family friendly work options, including: flexible work hours & locations, paid parental leave, child care facilities, domestic leave to care for elderly parents or sick children, school holiday programmes, leave without pay, partial retirement etc. are now commonplace in many workplaces as organisations respond to the changing needs of their workforce. However, more than one third of New Zealand employers are unaware of workplace breastfeeding legislation (Employer’s and Manufacturer’s Assoc (EMA) Half-Yearly Employers Survey (July 2015), asked ‘Is your business or organisation aware of the 2008 Infant Feeding Amendment to the Employment Relations Act which is designed to provide guidance for the protection and promotion of breastfeeding through breaks and facilities?’ 38 percent of respond they were not aware).

Women's Health Action carried out a survey of 484 NZ employees and 75 NZ employers in 2015:
  • 54% of employee respondents said their employers provided them with flexible hours and/or private facilities to breastfeed
  • 20% of employees said that no workplace support was available
  • 67% of employers said they saw a reduction in staff turnover when providing adequate breastfeeding facilities
  • 69% of employers said that providing breastfeeding support helped improve staff morale


Comply with the legislation:

Regardless of the size of your organisation, it is important you meet all the legislative requirements. Changing and/or creating policies that support breastfeeding parents makes a public declaration of your compliance to legislation and demonstrates to your employees that you will support them.

Save time:

Our resources will provide a framework which will allow you to efficiently and effectively address all the issues involved in employing breastfeeding staff. The resources will give you access to an international best practice standard, detail actions required and provide templates, tips and guidelines on meeting the requirements of a breastfeeding friendly workplace. It is free to register and access these.

Save Money:

(see Business Benefits for more information)

By implementing adequate breastfeeding support in your workplace you are more likely to have higher staff retention rates and reduce staff turnover. It should also increase staff morale which increases staff productivity. Using our resources and templates will provide you with all the information, resources, research and ‘how-to’s for being breastfeeding friendly. Avoiding costly mistakes and mismanagement of potentially sensitive issues.

Add Value:

Gain competitive advantage from your breastfeeding friendly workplace by more than simply complying with the legislation. Implementing best practice helps ensure you are an employer of choice and your employees feel good about returning to work and continuing to breastfeed their infants.