Are You Receiving the Break Time and Space You Deserve as a Nursing Mother?
Working mothers have long been the backbone of the labor force, and lactating mothers are no exception. Federal laws like the Fair Labor Standards Act (FLSA) and the Providing Urgent Maternal Protections (PUMP) Act were created to ensure that nursing mothers are supported in the workplace.
Under these laws, employers are required to:
Provide reasonable break time for nursing mothers to express breast milk.
Offer a private, non-bathroom space that is clean and secure for breastfeeding or pumping.
Unfortunately, some employers have failed to meet these essential requirements, leaving nursing mothers without the support they need to care for themselves and their infants.
Why Lactation Accommodations Matter
Breastfeeding is not just a personal choice—it’s a health priority for both mothers and their children. Employers who comply with the PUMP Act and FLSA foster a workplace culture that supports health, equity, and well-being. When employers fail to provide adequate lactation accommodations, they not only violate federal laws but also jeopardize the health and comfort of nursing mothers and their infants.
Could You Be Eligible for a Class Action Lawsuit?
If you are a nursing mother who has been denied reasonable break time or access to a private, sanitary space to pump at work, you may qualify to join a class action investigation.
Examples of non-compliance may include:
Lack of a private, designated room for pumping.
Inadequate or unsanitary lactation spaces.
Denied or insufficient break time to express milk.
Take Action Now
No nursing mother should have to choose between her job and her ability to care for her child. If your employer failed to provide the accommodations required by federal law, you may be entitled to compensation.
Fill out the form on this page to learn more about your rights and see if you qualify to join a class action lawsuit for denied pumping accommodations.
Your voice matters, and standing up for your rights can help pave the way for better protections for all nursing mothers in the workforce.
Understanding Your Rights as a Nursing Mother: The Fair Labor Standards Act and The PUMP Act
Returning to work as a new mother comes with unique challenges, especially for those who are breastfeeding. Fortunately, federal laws like the Fair Labor Standards Act (FLSA) and the Providing Urgent Maternal Protections (PUMP) Act were designed to support nursing mothers in the workplace. These laws ensure that working mothers have the time and space they need to care for themselves and their infants.
The Fair Labor Standards Act (FLSA): Setting the Foundation for Lactation Rights
The FLSA, a landmark piece of legislation, provides comprehensive protections for employees, including breastfeeding mothers. Under this law, employers are required to offer reasonable break time for nursing mothers to express breast milk during the workday. These accommodations must extend for up to one year after the child’s birth.
The PUMP Act: Strengthening Protections for Nursing Mothers
Signed into law in 2022, the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act builds upon the FLSA by expanding and refining workplace protections for breastfeeding employees.
Key provisions of the PUMP Act include:
Requiring employers to provide a private, non-bathroom space for nursing mothers to pump comfortably and hygienically.
Reinforcing the need for reasonable break time to express milk.
Ensuring protections apply to nearly all employees, regardless of industry or employment status.
By closing loopholes and expanding coverage, the PUMP Act ensures that breastfeeding mothers across the U.S. are granted the same rights and protections, fostering a workplace environment that prioritizes health and equity.
Your Right to Time and Space for Pumping
Federal law mandates that employers provide a suitable lactation space for employees. This space must meet the following criteria:
Private and secure: It must be shielded from view and free from interruptions by coworkers or the public.
Hygienic and appropriate: Restrooms are explicitly prohibited as lactation spaces due to sanitation concerns.
In addition to providing an appropriate space, employers are required to offer reasonable break time for nursing mothers to pump. However, what constitutes “reasonable” is not strictly defined in the law, meaning the duration and frequency of breaks can vary. Factors like workplace policies, the employee’s work schedule, and the logistical demands of the job may influence lactation break allowances.
Nursing mothers are encouraged to discuss break time expectations with their employers to establish a clear understanding of what accommodations will be provided.
Why These Protections Matter
The ability to pump at work is essential for the health and well-being of both mothers and their infants. By providing time and space for nursing mothers, employers contribute to a workplace culture that values employee health, supports families, and complies with federal law.
If you’re a nursing mother, know your rights and advocate for the accommodations you deserve. The FLSA and the PUMP Act are there to ensure that you have the support you need to balance your work responsibilities with your breastfeeding journey.
By understanding these laws and open communication with your employer, you can create a work environment that works for you and your baby.
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