Takeaways

• Nursing mothers are entitled to paid leave each working day to nurse or pump breastmilk and are protected from any form of retaliation for exercising this right.
• Time spent pumping or breastfeeding cannot be used in performance evaluations, productivity scores, bonus formulas, or any other metric tied to compensation or advancement.
• Employers may not discipline, demote, reschedule, reduce pay, or require employees to “make up” time associated with breastfeeding or pumping breaks.
• Employers should promptly update policies and train managers and HR personnel on compliance with both the Puerto Rico law and the federal PUMP Act.

Article

On June 23, 2025, Governor Jennifer González signed Act 29-2025, amending Puerto Rico’s Act 427-2000, “Act to Regulate Breastfeeding and Breast Milk Extraction Periods,” and strengthening protections for nursing employees. These protections complement those provided under the federal PUMP for Nursing Mothers Act (PUMP Act), which became effective in December 2022.

Both laws require employers to provide nursing employees with dedicated break time and a private space to breastfeed or express milk. However, a key distinction is that lactation breaks must be paid under Puerto Rico’s law.

New Under Puerto Rico Law

Like the PUMP Act, Act 29 prohibits retaliating against an employee who exercises her rights under the law. This includes disciplining an employee for requesting or taking legally permitted lactation breaks.

Act 29 introduces...

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