It’s Just a Boob—Actually, It’s a Lot More Than That
When Basic Support for New Moms Becomes a Battle, Everyone Loses
Breastfeeding accommodations should be a basic, uncontroversial part of workplace support, especially given how common the need is among new parents. But, as we saw in the case of Katelyn Wolff, a teacher who faced barriers to pumping at work, this isn't always the reality. Despite federal protections, Wolff’s requests were met with pushback and even a demotion offer, eventually leading her to take legal action. This situation sheds light on a larger issue: employers claiming hardship when asked to provide minimal, short-term support, creating unnecessary struggles for employees.
Wolff’s story isn’t unique. According to Education Week, forty percent of teachers surveyed reported they aren’t given time or resources to pump during the school day. That statistic reflects a much deeper issue—the disconnect between having policies (ahem, two federal laws require time and space for breast pumping as a right of working moms) and actually experiencing a supportive work environment. And, in sectors facing staffing shortages, such as education, this reluctance to accommodate employees’ basic needs simply doesn’t make fiscal sense.
Supporting a pumping mom might seem like a small adjustment, but it’s actually a reflection of a company’s entire culture.
When an employer hesitates to provide flexibility, it signals to all employees that their well-being and needs might not be a priority. This can lead to low morale, high turnover, and eventually more costs. I bet it cost Katelyn Wolff’s school a heap of money in turnover costs to replace the position, institutional knowledge — and you never know who else is watching and leaving as they observe unsupportive workplace culture.
If employers genuinely want to retain staff, it’s time to stop viewing support as a “hardship” and start seeing it as an investment. For Katelyn Wolff, simply being allowed to pump twice a day would have made a difference. For her, and countless others, the stakes aren’t just about a single policy—they’re about the right to balance work and family life.
This issue goes to the heart of what I explore in my book, Go Ask Your Mothers: One Simple Step for Managers to Support Working Moms for Team Success. In it, I emphasize that supporting working parents isn’t just about having the right policies; it’s about fostering a culture where these policies come to life in a meaningful way. For working moms, a supportive environment can make the difference between thriving in their careers or feeling forced to compromise between work and family—a choice no parent should have to make.
So, here’s the real question for employers: Are you creating a culture that supports employees through all phases of life, or are you caught up in unnecessary battles over basic accommodations? Because the cost of ignoring these needs is a lot more than just a single disgruntled employee—it’s a cycle of turnover and disengagement that no organization can afford.
Sarah Wells is the founder of Moms Mean Business, a national movement centering mothers in economic policy, workplace equity, and cultural change. She’s also the CEO of Sarah Wells Bags, author of Go Ask Your Mothers, host of the companion podcast, and leader of the Otrera Collective, a mastermind for women-led brands.
Through storytelling, strategy, and truth-telling, Sarah helps organizations, from corporate teams to policy circles, build real support for working moms.
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I work for a company who provides access to pumping rooms for however long you need - they cap you access for a year but then allow you to resubmit! The issue is getting managers to understand the pumping isn’t a burden to their team/your time!
It’s more than just a boob. I’m in the military and as toxic as the work environment can be I was lucky to get at a command that is very flexible and understanding about allowing me to pump.