RTO Reality Check: Is Your Office Compliant with the PUMP Act for Breastfeeding Employees?

With return-to-office mandates in full swing, employees are adjusting to a new reality—and breastfeeding parents in particular are facing unique challenges. For breastfeeding employees, the abrupt shift back to in-office work means quickly navigating pumping schedules, finding private spaces, and ensuring they have the time they need to express breast milk. For employers, it means acting fast to ensure compliance with federal laws like the PUMP Act.

Understanding the PUMP Act

The Providing Urgent Maternal Protections (PUMP) Act, signed into law in December 2022, mandates that all employers:

• • Provide reasonable break time for employees to express breast milk as needed

  • Offer a private, non-bathroom space that is shielded from view and free from intrusion

  • Compensate non-exempt employees for pumping breaks if they are not completely relieved of work duties during that time

With nearly 9 million additional workers now covered under this law, employers must ensure they are compliant as workers transition back to the office.

Compliance in a Rapidly Changing Workplace

As your company navigates this new wave of return-to-office mandates, here are key considerations for your breastfeeding employees:

1. A Designated Lactation Room
Pumping parents need clean, private, and accessible lactation spaces. With more employees returning on-site, shared spaces may be in higher demand. Employers should plan accordingly by designating multiple spaces or using privacy screens in larger rooms. Not sure where to start? Get in touch with Milk Stork to learn more about our lactation room setup and supplies.

2. Break Time and Compensation
Non-exempt employees must receive paid break time if they are working while pumping. Clear policies and manager training are essential to avoid legal missteps.

3. Employee Communication
HR teams should proactively communicate lactation policies to returning employees. A clear process for requesting accommodations will help ease the transition.

4. Legal Risks and Retaliation Protections
The PUMP Act prohibits retaliation against any employee who requests lactation accommodations or files a complaint. Violations can lead to legal repercussions, including lost wages and damages.

Going Beyond Compliance: How Your Company Can Set the Standard

While compliance is non-negotiable, leading companies are using this opportunity to strengthen their commitment to breastfeeding parents. Here’s how:

1. Invest in Comprehensive Lactation Support
Beyond just providing a space, employers can train managers on lactation rights, establish flexible pumping schedules, and create a culture of support.

2. Offer Breast Milk Shipping for Traveling Employees
With business travel ramping up, pumping employees on the road need a way to get their milk home. Providing a breast milk shipping service can make business travel less stressful.

3. Upgrade Lactation Spaces
Enhance pumping rooms with comfortable seating, refrigeration, soothing decor, and easy access to sanitation supplies. Making these spaces inviting shows a real commitment to employee well-being.

4. Provide Flexible Scheduling
Pumping needs vary, and rigid schedules can create unnecessary stress. Allowing employees to manage their own break times can make a significant difference.

5. Extend Lactation Support Beyond One Year
Many parents continue breastfeeding past the one-year mark. Companies that support extended lactation needs position themselves as truly family-friendly workplaces.

6. Create a Workplace Culture That Supports Parents
Encouraging an open dialogue about lactation rights and normalizing pumping at work fosters an inclusive environment. Training all employees on these policies can help eliminate bias and misunderstandings.

The Bottom Line: Compliance Gives Your Company a Competitive Advantage

With employees rushing back to the office, ensuring PUMP Act compliance isn’t just a legal obligation—it’s a chance to strengthen workplace culture, improve employee retention, and enhance company reputation. Organizations that take proactive steps to support lactating employees will stand out as leaders in workplace inclusivity.

Want to learn more about the PUMP Act and how to maximize the ROI on your compliance efforts? Watch the replay of our webinar How HR Leaders Can Unlock the Power and ROI of Parental Support Programs.