Frequently Asked Questions
Lactation
Is a female employee entitled to breastfeeding breaks?
When is a female employee entitled to paid breastfeeding leave and when not?
Is a female employee entitled to take lactation leave even if she is not entitled to paid lactation leave?
Is a female employee entitled to breastfeeding breaks?
Any female employee is entitled to breastfeeding breaks either to breastfeed her child and/or to tap the milk. The employer shall put a room or space at her disposal. During the breastfeeding break, the employer shall not pay any salary. The employee shall receive an allowance from the health insurance.
The breastfeeding break shall take half an hour. In case of a working day of 4 hours or more, the employee shall be entitled to one break. The female employee working at least 7.5 hours shall be entitled to two breaks. The duration of these breaks is included in the duration of the work performances for that day.
The female employee is entitled to breastfeeding breaks up to 7 months following the birth of the child. (top)
When is a female employee entitled to paid breastfeeding leave and when not?
Breastfeeding women who are exposed to an occupational risk that might be dangerous during the breastfeeding period, are entitled to paid lactation leave (paid by the health insurance).
In case a female employee is entitled to paid lactation leave, she shall make an appointment with the prevention consultant/occupational physician after the childbirth. The latter shall complete all required documents to apply for the paid lactation leave at the health insurance. The health insurance shall pay 60% of the limited gross salary. (top)
Is a female employee entitled to take lactation leave even if she is not entitled to paid lactation leave?
Even when a female employee is not entitled to lactation leave, she has the right to stay at home during the breastfeeding period. However, this period is limited to 5 months at the most following childbirth and she is not entitled to any compensation. (top)
For any further information, please contact your prevention consultant-occupational physician or your regional IDEWE-IBEVE secretariat.
