Supporting Nursing Mothers in the Workplace

 

In 2025, federal and state labor laws continue to uphold the rights of nursing mothers at work, ensuring they receive fair, protected time to pump breast milk during the workday. Whether you're a new mom returning to work or an employer looking to stay compliant, here's what you need to know:

 

Break Time Requirements for Breastfeeding Mothers

Under the law, employers are required to provide reasonable break time for employees to express breast milk for up to one year after childbirth. These breaks must be offered at least once every three hours and should last a minimum of 20 minutes.

 

Depending on your workplace policies or applicable state laws:

• These lactation breaks can be paid or unpaid.

• Employees cannot be forced to clock out if other breaks (like lunch) are compensated.

• Nursing breaks must not be deducted from regular rest periods unless clearly stated.

 

Private Space Requirements for Pumping

Beyond time accommodations, employers must also provide a clean, private, and non-bathroom space that is:

• Shielded from view

• Free from intrusion

• Available whenever needed for breast milk expression

 

Who Is Covered by These Protections?

These protections apply to most working mothers under the Fair Labor Standards Act (FLSA). However, many states, including New York, California, and New Jersey, have even stronger laws in place, requiring longer breaks, permanent lactation spaces, or extended coverage periods.

 

Why It Matters

Creating a breastfeeding-friendly workplace isn’t just about compliance — it’s about supporting the health of mothers and infants, reducing turnover, and improving overall workplace morale.

Businesses that promote lactation-friendly policies:

• Reduce absenteeism

• Improve employee retention

• Show commitment to equity and family wellness

 

Need Help Navigating Your Rights as a Nursing Mother?

If you believe your employer isn't meeting these requirements, or if you’re unsure what protections apply to your situation, consider reaching out to:

• Your Human Resources Department

• A workplace rights attorney

• The U.S. Department of Labor or your state’s labor agency