The document summarizes workplace support for breastfeeding in Kenya. It outlines Kenya's laws providing for paid maternity leave and breastfeeding breaks. Several private sector companies have established breastfeeding facilities and childcare spaces in response to advocacy efforts. This has led to improved retention of female employees and benefits to both workers and companies. The Ministry of Health plans continued advocacy and support through partners to further promote workplace policies facilitating breastfeeding.

1. Workplace support for breastfeeding in
Kenya
SUN Business Network Workshop:
East & Southern Africa
10-12th June, Nairobi Safari Park Club, Kenya
Presented by:
Laura Kiige

2. Policy Environment
• Women represent 47% of the Kenya workforce both
formal and informal (World Bank, 2011)
• Kenya allows 90 days paid maternity leave plus annual
leave (Kenya Employment Act 2007).
• The act recommends breastfeeding breaks - One or two
breaks daily or a reduction in work hours in order for
women to breastfeed their children up to 9 months of age
• Why the act -to facilitate working women to exclusively
breastfeed their infants’ for the first 6 months

3. Compliance
• A number of organization allow the 90 days paid leave
• Breast feeding places are meant to be adopted voluntarily
by provision of facilities for nursing under adequate hygienic
conditions at or near the workplace
• There is collective commitment by the private sector,
Ministry of health (MOH) and UNICEF to strengthen
workplace support for breastfeeding mothers.
• Many private and public sector partners have committed
to the initiative branded “Better Business Practices for
Children”

4. Actualization of the commitment
• UNICEF Kenya has been supporting the MOH in championing Child Rights and
Business Principles (CRBP) as part of advocacy and partnerships strategy.
• Advocacy with Kenya Private Sector Alliance (KEPSA) – an umbrella body for
all private sector entities in Kenya and the Federation of Kenya Employers (FKE)
has been a major breakthrough for Kenya.
• KEPSA is a strategic partner in mobilizing support for CRBP and influencing
corporate policies in favor of children.
• In 2010, through the partnership (MOH, KEPSA, and UNICEF), over 200 chief
Executive Officers (CEOs) and heads of human resource in different organizations
signed a Statement of Commitment for Better Business Practices for Children.

5. KEPSA
WHY KEPSA
• Public- private partnership
• Its an umbrella body for all private sector entities in
Kenya – link to the private sector
Support provided
• Capacity assessment followed by enhancement
• Financial support to sensitize the private sector
• Development of a minimum package for the
promotion of workplace support for Breastfeeding

6. Outcome
• Some organizations have provided breastfeeding
facilities and even childcare spaces:
Examples -Safaricom Kenya, Kenya Red Cross Society,
International Medical Corps, Finlay Tea Farm, Oserian
Flower Farm, Karen Roses Flower Farm, National
Bank, Kenya Women Finance Trust, Red land roses.
 This has lead to improved retention of female
employees -retention of valuable skills and
experience, lessening recruitment and retraining costs
 Some organizations are still weighing the option-
need for continued advocacy

7. Ministry of Health Outcome of the advocacy
Children at Red Lands roses day care centre
• The centre can accommodate up
to 70 children from 3 months to
3 years old
• Exclusive breastfeeding for six
months is promoted –fridges,
baby cots available
• After six months the children are
fed a balanced diet – good
nutrition
• Employees at the centre -
Nannies, a nurse & ECD teacher
The concerned employees
contribute for only $7 per
month, represents 10% of the

8. Children at Red lands Roses Day care centre with ECD Teacher
• More than 80% of workers
are of child bearing age,
they get 90 days maternity
leave.
• On return to work the
mother transition easily.
• Mother feel secure,
psychologically satisfied,
they can work overtime,
less absenteeism, there is
better retention of workers
and attraction of workers.

9. Ministry of Health
Mother and baby at IMC office
BF room
Outcome of the advocacy
Breast feeding (BF) room

10. Outcome: Benefits to clients corporate
organizations
 Easier transition back to
work after maternity leave
 Improved retention of
female employees –
 Lower employee
absenteeism rates on
account of improved child
health
 Improved employer
employee relations and
greater employee loyalty
 Improved company image
 Higher job productivity,
employee satisfaction and
morale
 Added recruitment
incentives for women

11. Way forward
With BMGF/UNICEF partnership support MOH
to
• Develop guidelines, M&E tools and an
advocacy pack for work place support to BF
• Continued advocacy in the private sector
through KEPSA
• Modelling Workplace support in Eastern
Produce (K)ltd in Nandi County