We’re not here to tell you breastfeeding will (or won’t) get your babies into Harvard.Or to comment on Kourtney Kardashian’s hands-free pumping pic.AS: The federal "Break Time for Nursing Mothers" law requires employers to provide break time and a place for hourly paid workers to express breast milk at work.The law states that employers must provide a "reasonable" amount of time and that they must provide a private space other than a bathroom.
Further, breastfeeding advocates (“lactivists” – again, kudos to whoever came up with that name!
According to the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the ADA, lactation is a pregnancy-related condition but uncomplicated pregnancy and lactation are not disabilities covered by the ADA.
Thus, an employer would not be required to provide accommodations for mothers who are nursing as a requirement under that statute.
President Obama signed the Affordable Care Act (ACA) on March 30, 2010. § 11-5-116 (2009) requires an employer to provide reasonable unpaid break time each day to an employee who needs to express breast milk for her child and requires an employer to make a reasonable effort to provide a private, secure and sanitary room or other location other than a toilet stall where an employee can express her breast milk.
(See the combined full text of Public Laws 111-148 and 111-152 here.) Among many provisions, Section 4207 of the law amends the Fair Labor Standards Act (FLSA) of 1938 (29 U. Code 207) to require an employer to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child's birth each time such employee has need to express milk.