One hurdle I have come across is that the law is worded as "Nursing mothers" and not every lactating woman is a nursing mother. I was a surrogate so have no baby at home but am exclusively pumping and providing that milk to the baby I carried and birthed. My employer initially said they didn't have to accommodate me because I am not a 'nursing mother' like the law names. I fought that and won the ability to pump at work... more »

Under the federal law, teachers are not covered when it comes to pumping at work. For some lucky woman, some states have their own breastfeeding laws which give them more protection, but there are still hundreds of thousands of woman who must rely on the kindness of their employer or principal to be given a reasonable amount of time to pump in a safe, clean, secluded area. Planning time is not consistent across the board--... more »

Require yearly training for employers/employees educating them on breastfeeding laws and discrimination. Most companies are already required to do yearly ADA/Discrimination training, a short 5min video added with this would be both cost effective and efficient in keeping employers and employees up to date on breastfeeding/pumping laws in the workplace.

Some employees wish to breastfeed directly during the workday, either by visiting an on-site child care center, a caregiver bringing the child to the worksite, or by leaving the worksite to visit the child in a nearby location. Some mothers are unable to express milk with a pump, some babies are unable to drink from a bottle, and still others find that direct breastfeeding is more efficient than milk expression through... more »

Many breastfeeding workers report that their employers refuse to comply with the "Break Time for Nursing Mothers" law because of the lack of a clear enforcement provision and the perception that violation will not lead to any consequences for the employer. Furthermore, support from State Departments of Labor in response to complaints from breastfeeding employees has been inconsistent. The U.S. Breastfeeding Committee... more »

Many spaces used by breastfeeding employees do not include a lock or other means for ensuring privacy. As a result, many employees report being walked in on or otherwise interrupted while expressing breast milk during the work day. The U.S. Breastfeeding Committee recommends providing additional guidance from the Request for Information on Break Time for Nursing Mothers to address these privacy concerns. In addition,... more »

Many employers and employees are not yet aware of protections provided by the "Break Time" provision. To ensure that women know their rights and employers understand their responsibilities, the U.S. Breastfeeding Committee recommends including information on section 207(r) in Department publications, posters created for employers to post in their workplaces, and in employer and employee trainings on the FMLA and minimum... more »

Travel is required by many employees. The U.S. Breastfeeding Committee recommends that the Department add clarification that it is the obligation of the employer to provide time and space, regardless of where the employee is located. In situations where the employee is off-site, the Department recommends that the employer arrange with personnel at the alternate location to allow the employee to use a space for the purpose... more »

Colleague understanding and support of the current laws and/or the need for future laws is just as important as the employer needing to know. I suggest there be a professional development offered to staff/employees/colleagues so they too understand and can better support their colleagues who are breastfeeding and/or pumping.

Many women pump past one year. If you're goal is one year, you can't just stop pumping. It has to be a gradual process. The WHO recommends breastfeeding to 2yrs. I don't feel it's fair to put an end date or at least it needs to be extended to 2 yrs.

Employees have expressed concern that exercising their rights under the "Break Time" law will impact other workplace benefits. The U.S. Breastfeeding Committee recommends providing information and resources about the relationship between break time taken under this provision and the calculation of hours for benefits eligibility, including health insurance. In addition, the USBC recommend providing information about the... more »

Employers are often not familiar with breastfeeding and what's involved in pumping. Providing additional education around what is typical for a pumping parent in regards to length of time and frequency would be helpful for employers understanding of needs.

Employers tend to see "provide space" and think it needs to be an added room/space. Outlining examples of low cost ways to provide space, such as utilizing an existing space as needed.

Using academic researchers to go into their communities to help mothers understand their rights through participatory action research. Those willing, can help organize communities through academic/scholar activism that involves giving voice to mothers so that they can discuss their issues and prioritize.

Because of the ebb and flow of lactating women in the workforce, it is necessary to remind employers of the requirements. I have found that while companies may have policies in place, the knowledge and enforcement of what is required can get lost. If there is currently no women using designated areas they may become repurposed. This leads to many new nursing mothers having to have the same discussions as previous mothers.... more »