Sections 8-13.5-102 and 8-13.5-104 (2008) recognize the benefits of breastfeeding and require an employer to provide an employee with a reasonable break to express breast milk from her breastfed child for up to two years after the birth of the child. The employer must make reasonable efforts to provide the employee with a place other than a washroom to express breast milk in privacy. The Act also requires the Ministry of Labour and Employment to provide information on its website and links to other websites where employers can obtain information on methods of placement of nursing mothers in the workplace. 20 Point 2310/442 (1997) enables the Ministry of Health to organise an information campaign aimed at the general public in order to encourage the breastfeeding of infants by their mothers. The Act allows the ministry to include the information in a brochure for free distribution to the general public. Act No. 28 of 2007 allows mothers to breastfeed in public without penalty. Breastfeeding cannot be considered a nuisance, obscenity or indecent exposure under this law. 29 C.P.R.A. 478a et seq. provides that nursing mothers may breastfeed their babies for half an hour during the full-time workday for a maximum period of 12 months. N.D.

Cent. Section 23-12-17 (2009) of the Code provides that an employer may use the term « child-friendly » in its promotional material if it adopts certain guidelines relating to breastfeeding in the workplace, including planning breaks and allowing work arrangements that allow time for the distribution of breast milk; provide a convenient, hygienic, safe and private place other than a toilet for the expression of breast milk; and a refrigerator at the workplace for temporary storage of breast milk. The law also directs the state Ministry of Health to establish guidelines for employers regarding breastfeeding in the workplace and infant friendliness designations. The federal Breastfeeding Mothers Rest Time Act requires employers covered by the Fair Labor Standards Act (FLSA) to provide basic precautions to breastfeeding mothers at work. These amenities include time for women to express milk and a private room that is not a bathroom every time they need to pump. Learn more about what employers require and what employees need to know. Section 165.003 (1995) of the Texas Health Code provides for the use of a « mother-friendly » designation for companies that have policies to support breastfeeding in the workplace. Employers covered by the RSA must provide a private breastfeeding room that is not a bathroom. « Private » means that other people cannot see an employee while she is pumping her breast milk. Often this means attaching a lock to the door, but some companies use mobile screens or high booth areas. The room does not need to be a permanent, dedicated lactation space.

This section presents many solutions to provide permanent, flexible or temporary spaces and even mobile options that can be used in virtually any type of industry. Find out more about how to provide appropriate places for breastfeeding mothers to express their milk. Section 18.2-387 (1994) of the Virginia Code exempts nursing mothers from indecent exposure laws. Ann. § 181.939 (1998, 2014) requires employers to provide a mother with an unpaid daily break to express her baby`s breast milk. The law also states that employers are also required to make reasonable efforts to provide a private place that is not a bathroom or toilet stall in the immediate vicinity of the workplace, that is protected from view, free from trespassers and has an electrical outlet. The law states that an employer cannot retaliate against an employee if he asserts rights or remedies under this law. A formal lactation support program, such as a company-wide policy and a designated pumping room, shows employees that your company supports breastfeeding mothers at work. This support can make employees more likely to return from maternity leave4 and have greater job satisfaction.5 Productive, satisfied and experienced employees mean less turnover and lower recruitment and training costs. All employers covered by the RSA must respect the break time for breastfeeding mothers.

As explained below (see « Does the Breastfeeding Mothers` Break Policy Apply to Small Business? »), all of these employers are subject to the RSA`s break time requirement unless they have fewer than 50 employees and can demonstrate that compliance would amount to undue hardship. § 378-92 (2013) requires some employers to give an employee a reasonable break to express milk from a breastfed child in a place other than a hygienic bathroom, protected from sight and free from intrusion. The law also requires employers to place the application of this law in a location accessible to employees. No. The law requires employers to provide a room to a caregiver « whenever that employee is required to express milk. » If there is no employee who has to express breast milk, the employer would not be required to provide a room. Okla. Stat. tit.

38, § 28 (2004) exempts mothers who breastfeed a baby from jury duty on request. Section 367-3 (1999) requires the Hawaii Civil Rights Commission to collect, compile, and publish data on cases of discrimination in breastfeeding or the expression of breast milk in the workplace. The law prohibits employers from prohibiting an employee from expressing breast milk during meals or other breaks. S.C. Code Ann. § 41-1-130 (2020) enacts the Lactation Support Act; provides that employers must provide workers with adequate unpaid breaks on a daily basis or allow workers to use paid breaks or meals to express breast milk; provides that employers make reasonable efforts to provide certain places where workers may express breast milk; stipulates that employers cannot discriminate against employees if they choose to express breast milk in the workplace.