Breastfeeding is an essential component of a baby’s health, and many mothers choose to continue breastfeeding after returning to work. However, finding a private and comfortable space to express breast milk can be a challenge in many workplaces.
To address this issue, the federal government passed the Providing Urgent Maternal Protections Act, which grants protections to breastfeeding mothers. This article will explore the key provisions of the PUMP Act and what nursing mothers need to know to ensure that they protect their workplace rights.
Understanding the PUMP Act
The PUMP Act requires employers to provide nursing mothers with reasonable break time and a private, non-bathroom space to express breast milk. This provision applies to all employers covered by the Fair Labor Standards Act, including those with 50 or more employees.
In addition to break time and private space, the PUMP Act requires employers to provide a notice to employees informing them of their rights under the law. Employers must provide this notice upon hire and display it in a prominent location in the workplace.
Protections for nursing mothers
The PUMP Act prohibits employers from discriminating against employees who choose to express breast milk in the workplace. Employers cannot terminate or retaliate against employees who assert their rights under the law. Violators of the PUMP Act may face legal action and financial penalties.
The PUMP Act aims to support working mothers and promote healthy outcomes for both mothers and their children. If you are a nursing mother in the workplace, it is important to understand your rights under the PUMP Act and to assert those rights if necessary.
