Large corporations increasingly recognize the importance of family-friendly policies to attract and retain top talent. The recent U.S. legislation, the PUMP Act, is a significant step toward supporting nursing mothers in the workplace. Here, we look at the specifics of the new legislation and what steps enterprises are taking to support new mothers beyond mandates.
The PUMP Act, or Providing Urgent Maternal Protections, was signed into law in December 2022. Under this law, all companies must:
The new law applies to nearly 9 million employees not previously covered. It seeks to clarify that pumping time counts as time worked if the employee is not completely relieved from their work duties during the pumping break.
While adherence to the PUMP Act's requirements is essential, there's an opportunity for large corporations to differentiate themselves by offering more comprehensive support to pumping parents. Here are some suggestions:
Integrate required accommodations into a more complete lactation program to signal support for women and families. This could include training managers and HR teams on the needs of nursing mothers, creating a culture that supports flexibility and understanding, and establishing clear policies and procedures for requesting and using lactation breaks and spaces
For pumping parents who travel for work, offering breast milk shipping services can be a game-changer. This service allows mothers to express and ship their breast milk back home, ensuring their babies have access to breast milk even when they're away. This eases the emotional burden on the pumping parent, knowing her child's nutritional needs are being met.
Ensure that the lactation spaces are not just compliant but comfortable and inviting. Consider adding features like a refrigerator for storing breast milk, comfortable seating, soothing decor, and resources for new moms. Providing multiple spaces in larger offices can also reduce the time pumping parents spend traveling to and from the lactation room.
Understand that the frequency and duration of breaks needed can vary greatly among nursing moms. Offering flexible scheduling can help them manage their lactation needs without feeling pressured or rushed.
Consider extending lactation support beyond the one year mandated by the PUMP Act, which can be particularly beneficial for mothers who choose to breastfeed for longer.
Promote a culture that respects and supports the needs of nursing mothers. This includes training for employees to understand and appreciate the needs and rights of their colleagues and to provide an environment where mothers feel comfortable and supported in their decision to continue breastfeeding upon returning to work.
By going above and beyond the requirements of the PUMP Act, large corporations not only comply with legal mandates but position themselves as forward-thinking, family-friendly workplaces.
This proactive approach to supporting nursing mothers benefits employees, their families, and the company by enhancing employee satisfaction, reducing turnover, and fostering a positive corporate image. Investing in these initiatives is a compliance measure and a strategic move toward building a more inclusive, supportive, and productive workplace.
In a fiercely competitive corporate climate, companies seeking to enhance their employee loyalty initiatives will maintain a competitive edge. Benefits like those covered here help influence when a parent returns to work after starting or adding to their family.
Read more about how your company can rise above the competition and become the gold standard in family-friendly benefits in our new ebook, Cultivating a Family-Friendly Workplace: A Journey from Fertility to Childhood and Beyond. The tips shared will help you master strategies for attracting and retaining employees.