Workplace Breastfeeding

Policy

Version Number 1.1

February 2018
Contents
Introduction ....................................................................................................................... 3

Application ..................................................................................................................... 3

Purpose .......................................................................................................................... 3

Support for Breastfeeding Employees ................................................................................. 4

Lactation breaks ............................................................................................................. 4

Facilities ......................................................................................................................... 4

Flexible Work Options ................................................................................................. 5

Other Support ................................................................................................................ 5

Roles and Responsibilities ................................................................................................... 6

Employee Responsibility ................................................................................................. 6

Managerial Responsibility ............................................................................................... 7

People and Capability Branch Responsibility .................................................................... 7

Relevant Policies and Legislation ......................................................................................... 7

Further Information............................................................................................................ 8

Annex A – Facilities Available .............................................................................................. 9

Annex B – A Guide for Users of Breastfeeding/Expressing Rooms........................................13

Document control .............................................................................................................14

Revision.........................................................................................................................14

Authorisation.................................................................................................................14

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Introduction
Application
Chief Minister, Treasury and Economic Development Directorate (CMTEDD) aims to provide
a family-friendly workplace that enables employees to balance breastfeeding and their work
responsibilities. As individual needs of the mother, carer and baby will vary; we are
committed to offering flexible work arrangements that will meet the needs of the employee
as well as operational requirements. CMTEDD is committed to maintaining accreditation as
a Breastfeeding Friendly Workplace (BFW).

Support from colleagues is crucial to providing a supportive workplace environment for

breastfeeding employees. All employees have a responsibility to treat colleagues who are
breastfeeding with respect and dignity, consistent with the ACT Public Service Values.

This policy is applicable to all CMTEDD employees who wish to combine breastfeeding and
paid work. This might include:

 employees returning from maternity leave;

 new employees who may be breastfeeding;
 employees who may be relactating; and
 pre-adoptive employees who may wish to establish a milk supply prior to their child’s
placement.

For the purpose of this policy, breastfeeding means breastfeeding an infant or expressing
breastmilk.

Purpose
CMTEDD, through its relevant Enterprise Agreements, offers various entitlements which
support breastfeeding employees. The purpose of this policy is to clearly articulate the roles
and responsibilities of the organisation relating to breastfeeding and work. This pol icy is a
tool the Directorate utilises to:

 complement a positive workplace experience;

 optimise recruitment and retention strategies; and
 demonstrate a commitment to equal employment opportunities, employee health
and wellbeing, workplace diversity and corporate social responsibility.

A Breastfeeding Friendly Workplace can also deliver operational improvements to the

workplace by:

 reducing absenteeism rates amongst new parents;

 improving recruitment and retention of employees following maternity leave;
 improving employee productivity and loyalty;
 complying with relevant legislation;

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  promoting workplace diversity, health and wellbeing and social corporate
responsibility; and
 assisting employees to integrate their work and family commitments.

Support for Breastfeeding Employees

To enable employees to combine work and breastfeeding, CMTEDD has put in place the
following:

Lactation breaks
Lactation breaks are to be made available to employees to breastfeed (go to the baby or
have the baby brought into the office) or express breastmilk during work hours.

The number of times women need to feed or express milk will be determined by the
individual needs and age of the baby. The younger the baby, the more frequently a mother
is likely to need to do so.

Employees are entitled to one or more daily break of up to one (1) hour per day in total
counted as working time and remunerated accordingly, as specified in Section E of the
Enterprise Agreements.

For employees requiring more than one (1) hour for combined lactation breaks during a
standard working day, flexible work or leave arrangements may be implemented to cover
the time in excess of that hour.

The period of paid lactation breaks includes travelling time for employees who take
lactation breaks off the work site. CMTEDD offers the flexibility of adding these breaks to
the employee’s lunch break to allow them to travel to breastfeed their baby.

Facilities
CMTEDD, where practical, has provided suitable facilities in which employees can express
breastmilk or breastfeed their babies if the baby was brought to the workplace. Toilets,
disabled toilets, cleaning rooms and shower recesses are not suitable areas for expressing
breastmilk or breastfeeding.

Suitable facilities will include:

 a private, hygienic, clean, lockable space;

 power point access;
 appropriate seating close to power point;
 a table for breast pump equipment;
 hand washing facilities close by;
 hygienic facilities for washing breast pump equipment close by (not a toilet);
 access to existing refrigerators for storing breastmilk; and
 secure facilities for storage of breast pump and other equipment.

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A list of available facilities is included at Annex A. A guide for using the facilities follows at
Annex B.

Where practicable, CMTEDD will endeavour to provide facilities at other sites as the need
arises. Employees should discuss their individual needs with their manager who will assist
them to identify a suitable space. If this is not possible, other suitable arrangements will be
negotiated taking into consideration the operational needs of the organisation and the
lactation needs of the employee.

Where it is not practicable to provide a refrigerator and/or a sink, discussions between the
manager and the employee will take place to attempt to identify reasonable alternative
arrangements for the employee’s breastfeeding needs.

When new facilities or premises are being planned, consideration will be given to the
provision of facilities for breastfeeding employees as detailed in this policy.

Flexible Work Options

Breastfeeding employees returning to work can seek flexible work options as outlined in the
Enterprise Agreements. All flexible working arrangements are subject to operational
requirements. These may include:

 flexible/shorter working hours to accommodate the lactation needs of the employee;

 working from home options;
 the employee moving temporarily to a site with suitable facilities;
 the employee being allowed to go to the baby to breastfeed; or
 the employee being allowed to go to another venue to express.

Other Support
CMTEDD encourages its employees to make use of sources of support available to help with
issues relating to return to work or managing issues relating to parenting and other life
situations. These include, but are not limited to:

 Employee Assistance Program (EAP) counselling services through Converge;

 external health services;
 relevant health specialists; and
 the CMTEDD intranet.

CMTEDD recognises that the individual needs of a mother, carer and/or baby will vary, and
is committed to providing work arrangements that will meet the needs of the employee as
well as operational requirements. If after discussing your individual needs with your
manager a workable solution cannot be found, please contact the People and Capability
Branch on [email protected] to assist with the
facilitation of a suitable arrangement.

As an accredited Breastfeeding Friendly Workplace through the Australian Breastfeeding

Association’s Breastfeeding Friendly Workplace Program, CMTEDD employees and
managers have access to BFW Consultants to help formulate suitable workplace solutions,

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including the identification of suitable expressing/breastfeeding facilities, to assist
employees returning to work while still breastfeeding. For assistance, please contact the
BFW team via email at [email protected].

The Australian Breastfeeding Association has trained volunteer breastfeeding counsellors

available on the National Breastfeeding Helpline 24 hours per day for information and
support on combining breastfeeding and paid work. Call 1800 mum 2 mum (1800 686 268)
or visit www.breastfeeding.asn.au for local group contact details in your area.

Roles and Responsibilities

It is important that both employers and employees remain flexible, accommodating and
respectful of each other’s needs.

Decisions made regarding requests for lactation breaks and flexible work options must be
fair, transparent and capable of review. A written agreement between the employee and
employer may be effective in this regard.

Employee Responsibility
Employees wishing to combine work and breastfeeding shall negotiate their conditions as
soon as practicable with their manager. Employees shall:

 negotiate the duration and timing of lactation breaks with their manager prior to the
first break being taken. Ideally this should be done prior to returning to work to
minimise the impact this may have on the workplace;
 notify their manager when they depart and return to work, if an agreement to leave
the workplace for lactation breaks has been arranged;
 take both the organisational and personal needs into account, with a focus on
minimising disruption in the workplace, when determining the timing of lactation
breaks; and
 notify their manager if their breastfeeding needs change, or cease, so that any
agreement can be amended as required.

Employees wishing to utilise breastfeeding facilities have the responsibility to:

 supply their own expressing equipment and appropriate storage containers for
expressed breastmilk;
 clearly label these containers with their name and date before placing them in the
designated refrigerator (labels are available in the designated rooms);
 if applicable, ensure that their child is delivered directly to the space designated for
the purpose of lactation breaks and that the child leaves the workplace at the
completion of each lactation break; and
 observe any other guidelines for the use of the designated room.

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Managerial Responsibility
Managers shall ensure that all employees are aware of, and comply with, the policy. This
includes:

 ensuring all employees understand their rights and responsibilities under this policy;
 ensuring pregnant employees are aware of their rights prior to taking maternity
leave;
 supporting breastfeeding requests in line with operational requirements; and
 if, due to operational needs, there is a need to delay the taking of a lactation break,
efforts should be made to ensure that the employee is able to take the break as soon
as possible in order to minimise any risks to the employee’s health or milk supply or
the child’s health.

People and Capability Branch Responsibility

The People and Capability Branch is responsible for the implementation and ongoing
facilitation of support for breastfeeding employees through the following:

 ensuring all managers are aware of this policy, made available through the CMTEDD
Intranet;
 maintaining accreditation as a BFW; and
 facilitating ongoing communication of BFW Accreditation and breastfeeding support
within the workplace.

Relevant Policies and Legislation

Under the Discrimination Act 1991 (ACT) and the Sex Discrimination Act 1984
(Commonwealth), it is against the law to discriminate, directly or indirectly, against an
employee who is breastfeeding. The definition of breastfeeding includes expressing milk. It
is generally against the law to tell an employee not to breastfeed or express in the
workplace. Failure to accommodate employees who are breastfeeding through flexible work
arrangements or the provision of appropriate breastfeeding facilities at work may constitute
a breach of the Discrimination Act 1991 and may give rise to complaints to the ACT Human
Rights Commission.

Workplace:

 ACTPS Enterprise Agreements

 ACTPS Respect, Equity and Diversity Framework

State:

 Discrimination Act 1991

 Work Health and Safety Act 2011

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Commonwealth:

 Sex Discrimination Act 1984

 Fair Work Act 2009
 Workplace Gender Equality Act 2012
 Occupational Health and Safety Act 2000
 NHMRC Australian Dietary Guidelines. Commonwealth of Australia 2013:87–96.

Further Information
For further information, please contact the People and Capability Branch email to
[email protected].

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Annex A – Facilities Available
Suitable facilities for breastfeeding or expressing breastmilk are provided at the following
locations:

Building Room Facilities available Booking

procedure
220 Northbourne Carer’s Room, Level  Comfortable chair Contact Fiona
Avenue, Braddon 5  Table within easy reach Langworthy (x57717)
 Powerpoint for breast pumps or Fiona Luks (x77402)
 Cupboard for storage of
breast pumps
 Refrigerator for storage of
breast milk (employees need
to provide personal, labelled
containers)
 Sink
 Workstation
 Lockable door
255 Canberra Carer’s/Nursing  Comfortable chair Cannot be booked
Avenue, Fyshwick Mothers Room,  Table within easy reach
Level 1  Powerpoint for breast pumps
(extension cord available)
 Cupboard for storage of
breast pumps
 Refrigerator for storage of
breast milk (employees need
to provide personal, labelled
containers)
 Sink nearby in work area
 Microwave
 Lockable door
255 Canberra First Aid Room,  Comfortable chair Cannot be booked
Avenue, Fyshwick Ground Floor  Table within easy reach
 Powerpoint for breast pumps
(extension lead available)
 Sink
 Cupboard for storage of
breast pumps
 Refrigerator for storage of
breast milk located nearby in
work area (employees need
to provide personal, labelled
containers)
 Bed
 Lockable door

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 Building Room Facilities available Booking
procedure
8 Darling Street, First Aid Room  Comfortable chair Cannot be booked
Mitchell  Table within easy reach
 Powerpoint for breast pumps
 Cupboard for storage of
breast pumps
 Privacy screen
 Refrigerator for storage of
breast milk (employees need
to provide personal, labelled
containers)
 Sink located nearby in
kitchen area
Canberra Nara Carer’s Room, Level  Comfortable chair Via Outlook calendar
Centre 3  Table within easy reach (room name is ‘CMD
 Powerpoint for breast pumps Carers Room’)
1 Constitution (extension cord available
Avenue, Canberra from Corporate)
City  Lockers for storage of breast
pumps
 Refrigerator for storage of
breast milk (employees need
to provide personal, labelled
containers)
 Change table, cot and high
chair
 Nappy disposal unit
 Workstation
 Lockable door
Canberra Nara Quiet Room, Level 3  Comfortable chair Cannot be booked
Centre  Table within easy reach
 Powerpoint for breast pumps
1 Constitution (extension cord available
Avenue, Canberra from Corporate)
City  Lockers for storage of breast
pumps available in Carer’s
Room on same level
 Refrigerator for storage of
breast milk available in
Carer’s Room on same level
 Lockable door

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 Building Room Facilities available Booking
procedure
Dame Pattie Menzies First Aid Room,  Comfortable chair Cannot be booked
House North  Table within easy reach
 Powerpoint for breast pumps
16 Challis Street,  Cupboard for storage of
Dickson
breast pumps
 Refrigerator for storage of
breast milk located nearby in
kitchen area (employees
need to provide personal,
labelled containers)
 Sink
 Bed
 Lockable door
Dame Pattie Menzies First Aid Room,  Comfortable chair Cannot be booked
House South  Table within easy reach
 Powerpoint for breast pumps
16 Challis Street,  Cupboard for storage of
Dickson
breast pumps
 Refrigerator for storage of
breast milk located nearby in
kitchen area (employees
need to provide personal,
labelled containers)
 Sink
 Bed
 Lockable door
TransACT House Breastfeeding  Comfortable chair Cannot be booked
Room, Level 7  Table within easy reach
470 Northbourne  Powerpoint for breast pumps
Avenue, Dickson  Lockable cupboard for
storage of breast pumps
 Refrigerator for storage of
breast milk (employees need
to provide personal, labelled
containers)
 Sink nearby in kitchen
 Bed
 Lockable door
Winyu House Carer’s Room,  Comfortable chair Cannot be booked
Ground Floor  Table within easy reach
125 Gungahlin Place,  Powerpoint for breast pumps First Aid Room
(behind the Security
Gungahlin  Secure drawers for storage available as an
Desk)
of breast pumps alternative if the room
 Refrigerator for storage of is occupied when
needed
breast milk (employees need
to provide personal, labelled
containers)
 Sink and mirror
 Change table
 Nappy disposal unit
 Workstation
 Lockable door

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 Building Room Facilities available Booking
procedure
Winyu House First Aid Room,  Chair Cannot be booked
Ground Floor  Table within easy reach
125 Gungahlin Place,  Powerpoint for breast pumps
(behind the Security
Gungahlin  Sink and mirror
Desk)
 Refrigerator for storage of
Available as an breast milk (employees need
alternative if the to provide personal, labelled
Carer’s Room is containers)
occupied
 Lockable door

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Annex B – A Guide for Users of Breastfeeding/Expressing
Rooms
Facilities available in each of the identified breastfeeding/expressing spaces across the
Directorate are listed at Annex A. Following are some general instructions for employees
who use these spaces.

Most of the identified breastfeeding/expressing rooms are also used for other purposes
including first aid, prayer and/or caring for family. Each room has been set aside for equal
access by all employees requiring use of the room.

Some of the breastfeeding/expressing rooms can be booked in advance as indicated in

Annex A. Where a scheduling conflict exists, employees should contact the People and
Capability Branch who will liaise with the users of the room to reach a solution. The People
and Capability Branch can be contacted on
[email protected].

Most of the identified breastfeeding/expressing rooms are lockable from the inside but for
those that are not, an ‘in use’ sign is provided on the door. Please ensure that this sign is
used to limit any interruptions, and returned to ‘vacant’ when you finish using the room.

Whilst each of the rooms is cleaned on a regular basis, it is expected that users will be
considerate of others and leave the room in a clean and tidy state after use. Cleaning
products are provided in each room for this purpose.

A fridge is provided in or nearby each breastfeeding/expressing room to enable employees

to safely store expressed breastmilk. When using these fridges to store expressed
breastmilk, employees should:

 Provide their own labelled containers (label to include the employees name and date
the milk was expressed);
 Remove all expressed breastmilk from the fridges at the end of each work day; and
 Be mindful of milk storage times and conditions. These are available on the
Australian Breastfeeding Association website (www.breastfeeding.asn.au).

The Australian Breastfeeding Association (ABA) has trained Breastfeeding Counsellors who
are available to assist women with their breastfeeding concerns, and questions about how
to combine breastfeeding and returning to work. The ABA can be contacted on 1800 686
268 (toll free).

Feedback in relation to breastfeeding/expressing spaces is welcome. Employees who have

any comments or wish to report any problems with a room should contact the People and
Capability Branch on [email protected].

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Document control
Prepared for Chief Minister, Treasury and Economic Development Directorate

Document Director, Corporate People and Capability Branch

Owner

File Name CMTEDD Workplace Breastfeeding Policy

Version 1.1

Status Final

Revision
This policy must be reviewed and updated on an annual basis (or more frequently following
major change to business operations and/or priorities).

Revision Description Date Author

1.0 Final version April 2016 Senior HR Advisor,
Organisational Culture

1.1 Minor Update February 2018 HR Advisor,

Organisational Culture
and Capability

Authorisation

[Original signed]

Michelle Wicks Date

Director
Corporate People and Capability Branch
Chief Minister, Treasury and Economic
Development Directorate

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