Supporting breastfeeding: A business standard or employee perk in UAE?

Abu Dhabi: As the world marks World Breastfeeding Week, a crucial question is surfacing in workplaces around the globe: Is supporting breastfeeding mothers an optional perk or a business imperative?

In the UAE, this question is being tackled head-on and redefined by a growing number of organisations guided by the Parent-Friendly Label (PFL) program, spearheaded by the Abu Dhabi Early Childhood Authority (ECA).

“We are seeing a cultural shift. Breastfeeding support is no longer viewed as a soft HR benefit. It is becoming a core business standard. The data, the health outcomes, and the workforce impact all align to show that when employers support breastfeeding, everyone benefits,” said Fatmah Rashed Alkaabi, Parent-Friendly Label Program Manager at the ECA.

In an interview with Gulf News coinciding with the World Breastfeeding Week (August 1-7), Alkaabi said that the Parent-Friendly Label, now in its third cycle, recognises organisations that go beyond minimum legal requirements to create workplaces where parents and especially new mothers can thrive. And with recent data showing that only 29.5% of UAE mothers continue breastfeeding at six months, despite 73% initiating it, the gap is clear and urgent.

While UAE Labour Law mandates a minimum of 45 days of maternity leave, PFL-recognised organisations are offering extended leave up to 190 days, along with daily breastfeeding breaks of up to two hours or even unlimited breaks in some cases for up to 18 months post-partum.

These practices not only align with global best practices but in some cases exceed those in the Nordic countries, known for the highest breastfeeding and lowest infant mortality rates worldwide.

Alkaabir noted: “This is not just about ticking boxes. It is about creating environments where women don’t have to choose between being a good mother and a committed professional.”

Crucially, the success of breastfeeding-friendly workplaces hinges not just on policy but culture and infrastructure. PFL-recognised organisations are creating dedicated nursing rooms, implementing flexible return-to-work options, and launching awareness campaigns to build understanding among teams and leadership.

“When business leaders actively support working parents, they send a message that employee wellbeing is a priority. And that creates loyalty, increases retention, and improves productivity,” she added.

Internal assessments from PFL organisations reveal measurable business gains: higher employee satisfaction, lower absenteeism, and improved retention, particularly among new mothers. These outcomes are reframing the narrative that supporting breastfeeding is a cost, it is an investment.

The PFL initiative also emphasises shared responsibility. Fathers play a critical role in supporting breastfeeding, both emotionally and practically, which has been shown to lower maternal stress and improve breastfeeding outcomes. Encouraging a supportive environment for both parents aligns with the UAE’s broader goals under the ‘We the UAE 2031’ vision — a strategy that puts families, community wellbeing, and inclusive economic development at its Centre.

With Emirati Women’s Day around the corner, the conversation is timely. As more Emirati women ascend into leadership across sectors, the workplace must evolve to match their ambitions and needs. The PFL movement invites the private and public sectors to reimagine the workplace not just as a place of productivity but as a place where families are supported and futures are shaped.

“Breastfeeding support is not a fringe issue. It iss central to public health, economic sustainability, and gender equality. And forward-thinking businesses are realising that when they support parents, they build stronger, more resilient organisations,” Alkaabi concluded. “