For many working women, returning to the office after childbirth can bring a mix of nerves and excitement. One aspect that employees often forget to address is supporting the breastfeeding and pumping needs of mothers at work. A well-defined lactation break policy not only helps ensure compliance with laws like the FLSA’s Pumping at Work provisions but also fosters a supportive environment for new moms. So what constitutes a breastfeeding policy at work, the legalities surrounding it, and how can employers support pumping at work rights with the help of a well-defined lactation break policy?
Under the Fair Labor Standards Act (FLSA), employers are required to provide a reasonable break time for employees to express breast milk. This pumping at work law applies to non-exempt employees for up to one year after a child’s birth.
Beyond the federal mandates, several state’s breastfeeding laws often work on these protections by offering additional breastfeeding break rights. For example, some states may require paid breaks or extended coverage beyond the one-year mark. This makes state by state lactation rights a key consideration, especially for multi-location employers.
A well-defined workplace breastfeeding rules policy can help beyond compliance matters. It shows new moms that their well-being matters inside and outside of the workplace. Employers can support new moms by providing a private, non-bathroom space for pumping,...
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