Lead the Way: How Brokers Can Ensure Client Compliance with the Pump Act and PWFA

Brokers play a critical role in helping companies develop comprehensive benefits packages that not only meet legal requirements but also enhance employee satisfaction and retention. In this blog, we’ll explore the legal requirements of the Pump Act and PWFA, and show you how to become an invaluable resource by helping your clients stay compliant while improving their employee benefits offerings.

With regulations like the Pump Act and the Pregnant Workers Fairness Act (PWFA) now in effect, brokers are in a unique position to educate clients about the importance of compliance while showcasing the advantages of offering robust support for pregnant and breastfeeding employees.

What is the PUMP Act?

The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers) requires employers to provide reasonable break times and a private, clean space for employees to express breast milk for up to one year after giving birth. Employers with fewer than 50 employees may claim undue hardship, but proving this can be difficult.

What is the Pregnant Workers Fairness Act?

The Pregnant Workers Fairness Act (PWFA) mandates that employers provide reasonable accommodations for pregnant workers, including more frequent breaks, temporary role changes, or flexible schedules. The law covers public and private employers with 15 or more employees, and non-compliance can lead to significant financial penalties.

PUMP Act and PWFA Compliance: The Bare Minimum for Employers

According to Kortney Ross, founder of Next Gen Work Culture, compliance with the Pump Act and PWFA should be considered the bare minimum. While these laws establish the foundation of support for pregnant and breastfeeding employees, businesses that provide more exceptional benefits see significant improvements in recruitment, retention, and overall employee morale.

For brokers, this presents a critical opportunity: You can help your clients comply with federal laws while also showing them how to go above with their employee benefits packages.

The Business Case for Going Beyond Compliance

Your clients want to know why going beyond compliance with the Pump Act and PWFA matters for their bottom line. The answer lies in the return on investment (ROI). Providing family-friendly benefits like Milk Stork doesn’t just help employees—it makes financial sense for employers too. Here's why:

1. Cost of Non-Compliance: Non-compliance with the Pump Act and PWFA can be costly. Pregnancy discrimination lawsuits can cost businesses an average of $18,000, while turnover costs related to poor support for working parents can add up quickly. Milk Stork ensures that breastfeeding employees feel supported, helping your clients avoid these costs.

2. Healthcare Savings: Companies that support breastfeeding employees, like through a lactation support program, can see significant savings in healthcare costs. A study by Cigna found that companies with lactation support programs saved $240,000 annually in healthcare expenses.

3. Reduced Turnover: Supporting working parents isn’t just about compliance—it’s about keeping top talent. When employees feel supported, they are more likely to stay with the company long-term, reducing turnover costs, which can be as high as 6 to 9 months of an employee’s salary.

How Brokers Can Highlight the Value of Offering Milk Stork

As an expert on the benefit landscape, your clients rely on your advice to give them competitive edge. One way they can accomplish this is to go beyond the basic requirements of the Pump Act and PWFA by offering practical solutions that genuinely support working parents. Introducing a benefit like Milk Stork provides a valuable way for companies to address the needs of breastfeeding employees, especially those who travel for work. By easing the stress of pumping and shipping breast milk, Milk Stork fosters a positive work-life balance, leading to improved employee satisfaction and retention.

Companies that offer strong parental support programs, like lactation benefits, tend to see higher retention rates—up to 94.2% post-maternity leave compared to the national average of 59%. Additionally, supporting breastfeeding employees can help reduce absenteeism, as mothers of breastfed babies often take fewer sick days. By offering benefits that exceed compliance, your clients can enhance their recruitment efforts, retain top talent, and stand out as leaders in employee care.

Conclusion: Brokers Lead the Charge in Client Compliance

You have a crucial role in helping companies navigate the complexities of compliance with the Pump Act and PWFA. But more than that, you have the power to help your clients go beyond compliance, making their workplaces more supportive and attractive to working parents.

Want to learn more about Milk Stork? Get in touch today.