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Workplace Support for Nursing Mothers: New Rights and Accommodations

The PUMP for Nursing Mothers Act expands the rights of breastfeeding employees, ensuring them time to express milk and a suitable place at work. This aims to facilitate their return to work after childbirth and support the health of mothers and children.
Key points
Employers must provide reasonable break time for employees to express breast milk for one year after childbirth, each time the employee needs to.
Employers must provide a private space, other than a bathroom, shielded from view and free from intrusion, for expressing breast milk.
Break time for expressing milk does not have to be paid, unless the employee is not completely relieved from duty during that time.
Employers with fewer than 50 employees may be exempt if these requirements would cause undue hardship.
The Act does not override state or local laws that offer greater protections to employees.
article Official text account_balance Process page
Expired
Citizen Poll
No votes cast
Additional Information
Print number: 117_S_1658
Sponsor: Sen. Merkley, Jeff [D-OR]
Process start date: 2021-05-17
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Source data: api.congress.gov
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OFFICIAL LEGAL TITLE

PUMP for Nursing Mothers Act

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 117_S_1658.

Which chamber initiated this legislation?

This legislation was initiated in the Senate.

When did the legislative process begin?

The process officially started on 2021-05-17.

What are the main provisions?

Key points include:

  • Employers must provide reasonable break time for employees to express breast milk for one year after childbirth, each time the employee needs to.
  • Employers must provide a private space, other than a bathroom, shielded from view and free from intrusion, for expressing breast milk.
  • Break time for expressing milk does not have to be paid, unless the employee is not completely relieved from duty during that time.
  • Employers with fewer than 50 employees may be exempt if these requirements would cause undue hardship.
  • The Act does not override state or local laws that offer greater protections to employees.
What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Sen. Merkley, Jeff [D-OR].

What is the latest detailed status?

The latest detailed status is: Placed on Senate Legislative Calendar under General Orders. Calendar No. 65.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-29.

CATEGORIES

Family Labor Health