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Breastfeeding at work

HR Policies

27 June 2025 (Last updated 3 Dec 2025)

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One decision facing new mothers is whether to breastfeed or bottle-feed their newborn baby. New Zealand employment law stipulates that women who choose to breastfeed can return to work and continue to either breastfeed or express milk during working hours. The Employment Relations Act 2000 states that employers must provide appropriate facilities for any employees who choose to breastfeed at work, and that adequate breaks must be provided.

Breastfeeding breaks may be paid or unpaid, depending on the specific circumstances and the employment agreement.

What employers need to know

The Code of Employment Practice on Infant Feeding outlines employer obligations in more detail. While employers are obligated to give employees access to breastfeeding facilities in the workplace, these facilities do not have to be complicated or costly for the business. Having regard to the employer’s operational environment and resources, an employer must as far as reasonable and practicable provide appropriate facilities and appropriate breaks for breastfeeding.  In most cases, a private space with comfortable seating is adequate. If the employee is expressing milk, she may also need access to a power point, fridge and wash basin.

Arrangements for breastfeeding breaks and facilities can be negotiated between the employer and employee. There is no ‘formal’ arrangement that needs to be followed, but the arrangement must be reasonable and practical for both parties.

Benefits of encouraging breastfeeding in the workplace

Many employees balance work and family responsibilities and may choose to return to work soon after the birth of a child. Businesses who adapt to these conditions and provide flexible support for breastfeeding employees can benefit in a number of ways. These may include:

  • promoting the business as family-friendly and progressive
  • retaining key employees who would otherwise leave due to family obligations
  • saving money on recruiting and training new employees

How to provide reasonable breastfeeding facilities

Due to the complex nature of some workplaces, employers and employees should discuss their respective needs in person when negotiating breastfeeding at work. These talks should happen as early as possible so there is enough time to negotiate and implement changes into the workplace.

Toilets are not a suitable option for breastfeeding, as they are unsanitary and inappropriate in some cultures.

The minimum requirements for a breastfeeding space include:

  • a private, quiet and warm room or space
  • if necessary, the inclusion of private curtains or a screen
  • a low comfortable chair

For employees who are expressing breast milk, they will need additional facilities on top of the above-mentioned requirements, such as:

  • a basin
  • a fridge or chilly bin with ice packs – if these are not viable, a room at a temperature of 19-22°C for storing breast milk for up to two hours
  • a table
  • a small locker or cupboard for storing equipment
  • a power point for using an electrical pump

Open communication is the key to reaching practical solutions that satisfy the needs of both parties. If a mutual agreement cannot be reached, both parties can approach the Employment Mediation Service to help resolve the situation.

Breastfeeding at work policy

With breastfeeding in the workplace becoming more common, employers and employees need to be informed on their rights and responsibilities to reach the most practical solutions.

A breastfeeding policy can reduce the chance of confusion or misunderstandings which can cause problems in the workplace. This policy may help employees feel more comfortable talking about their needs and allow employers to set necessary boundaries.

A breastfeeding at work policy should include:

  • roles and responsibilities of employers and employees
  • type of breastfeeding facilities that are reasonable for the particular workplace
  • possible limitations that may impact on establishing breastfeeding facilities
  • managing rest and meal breaks along with breastfeeding breaks
  • whether or not breastfeeding breaks will be paid

For assistance on creating effective and inclusive HR policies, contact Peninsula.

This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

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While email has been around for years, it is still a mode of communication that involves a lot of overseeing and supervision. It’s tricky nature and lack of tone can make it an easy way for things to get lost in translation. It is hard to imagine running a business without email because it is such a convenient, flexible and immediate tool. But the fact it is so easy to send an email can result in misuse or abuse. A carelessly phrased email forwarded to lots of recipients can quickly damage your reputation or break confidentiality, even when unintended. In this best practice guide for employers, we explain email usage within the workplace and recommend a standard email usage policy that you can implement immediately. Please note that the information is general and does not constitute advice. If you need help with policies, consult an employment relations professional. Email usage in the workplace There are many risks involved with email usage. Having a company wide policy for email usage and communication can protect you and your employees from potential risks. Your employees may send emails without considering the risks of confidentiality or even security. Without a clear written and established company policy, you cannot manage security and safeguard your business. As an employer, you are liable for the acts and omissions of your employees. Drafting an email usage policy When you draft your email policy, it should keep certain factors in mind: Decide the extent to which employees can use the Internet and email for personal purposes. You should set out the consequences for not following the policy, including disciplinary action and summary dismissal. The use of email and internet should be consistent with employee responsibilities and should comply with all other rules and procedures. Avoid permitting activities which might be illegal, offensive, or likely to have negative repercussions. Depending on the business you are in, a higher level of security could be useful on the email. The email usage policy should also mention styles of communication for outside work hours or outside working days. General email usage policy requirements The policy should be made available to all staff and stored in the company internal communication network, where it can be accessed anytime. Be very clear and explicit as to what is considered forbidden. Clearly set out what information gets recorded, logged, and who has access to the information. Mention why the improper use of email can be risky and that it may pose a threat to system security and the legal liability of the organisation. Outline in plain language how the company will monitor staff compliance with company rules on acceptable use of email and browsing. The policy should be regularly reviewed in accordance with the development of the internet and information technology. Monitoring email usage There are currently no laws prescribing the prohibition of monitoring an employee’s emails or Internet usage. However, there is controversy about the grey area of ‘telecommunications’ and if it includes emails and internet. While many companies monitor email usage, the key is it to do with caution and respect: Be open about monitoring the communication channels. Your employees have a right to know that their email and internet use is monitoring. Limit personal use and set restrictions clearly. Do not intrude on the privacy of the employee and provide a mechanism for employees to delete email from the system. Any personal information that is found that concerns employees must be used fairly. Establish a business purpose for monitoring (working time is used productively or checking if they have logged in). Do not monitor websites, viewed content unless the business purpose cannot be achieved by recording time spent on the Internet. Monitoring should be limited to an automated process. You should not monitor the content of the emails unless the traffic record alone is not sufficient. If you are using the results of the monitoring, give the employee an opportunity to explain the results. Disciplinary action for improper email usage An employer may dismiss an employee for improper email usage or misuse of workplace internet resources provided the employer: Clearly demonstrates the use was an unauthorised use as defined by the email usage policy or electronic communications policy. Investigates the employee in accordance with any workplace disciplinary policy and workplace relations law. Gives the employee an opportunity to respond to the allegations. Implement effective policies with Peninsula The changing world of telecommunications means it can be tricky to ensure the safety of your employees and your business. Having clear and established policies can make a world of difference for your business. We understand small businesses may not always have the resources to create and implement effective policies for employment relations and workplace health and safety. At Peninsula, our goal is to provide tailored services and support that meet your needs as a business owner. Peninsula advisers can help you build and establish clear and sturdy email usage policies. For peace of mind, call our  advice line. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

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