Puerto Rico employers have new, detailed guidance about lactation accommodation obligations published by the Office of the Women’s Advocate (OPM). Read more from our Puerto Rico colleagues about the important issues covered in the guidance such as accommodating remote employees, employees working at third-party locations, policies and procedures, and more.
Upcoming Amendments to Illinois Nursing Mothers in the Workplace Act
On August 1, 2025, Illinois enacted amendments to its Nursing Mothers in the Workplace Act (“Act”), which will take effect on January 1, 2026.
Under the Act, Illinois employers must provide reasonable break time to employees who need to express breast milk for their nursing infant for one year after the child’s birth. That
Puerto Rico Strengthens Breastfeeding Protections for Workers
Effective August 1, 2025, Puerto Rico’s new Lactation/Breastfeeding Code significantly expands workplace protections for nursing employees. The law guarantees paid lactation breaks, requires dedicated spaces, and imposes penalties for noncompliance.
In a new article, Sara Colón-Acevedo, Karina Rodríguez, and Tatiana Leal-González break down what employers need to know to ensure compliance and avoid penalties. Read
New York State Department of Labor Issues Updated Materials on Workplace Lactation Rights
The New York State Department of Labor has issued revised materials, including an updated mandatory model policy, ahead of the June 19, 2024, effective date for the transition of workplace lactation breaks from unpaid to paid in New York.
Learn more here.
New Hampshire Adopts Workplace Accommodations for Nursing Mothers
New legislation in New Hampshire will guarantee the right of nursing mothers to an unpaid break of 30 minutes to pump for every three hours of work beginning July 1, 2025.
This new state law comes in the wake of the 2022 federal PUMP Act, which requires employers nationwide to provide employees with
New York State Expands Obligations to Accommodate Nursing Employees, Publishes Model Policy
Employers in New York State are required to comply with new obligations to accommodate nursing employees and to issue a mandatory lactation policy released by the Department of Labor beginning June 7, 2023. The expanded obligations arise from new amendments to New York State’s Nursing Mothers in the Workplace Act (New York Labor Law §
DOL Pumps It Up With New Guidance on PUMP Act Enforcement
The U.S. Department of Labor Wage and Hour Division (WHD) published Field Assistance Bulletin No. 2023-02 providing guidance to agency officials responsible for enforcement of the “pump at work” provisions of the Fair Labor Standards Act (FLSA) including those recently enacted under the 2022 PUMP Act.
OH Baby! Practical Advice for Complying with the Pregnant Workers Fairness Act and the PUMP for Nursing Mothers Act
The new year brings new laws for employers. The Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP For Nursing Mothers Act) were adopted when President Joe Biden signed the Consolidated Appropriations Act, 2023 on Dec. 29, 2022. Read our full article for practical guidance for employers.
Minnesota Legislature Amends Lactation Breaks and Pregnancy Accommodation Provisions
As part of the Omnibus Jobs and Economic Growth Finance and Policy Bill, Minnesota Governor Tim Walz has approved an amendment relating to pregnancy accommodations and barring reducing compensation for lactation breaks, among other changes. The amendment goes into effect on January 1, 2022.
Under Minnesota law, employers must provide employees who need to express
Connecticut Adds Additional Protections for Breastfeeding Workers
Governor Ned Lamont has signed into law additional protections for breastfeeding workers. Connecticut law already requires all employers to “make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet” where an employee can express milk in private and also prohibits discrimination or retaliation against