5 Questions to Ask Your Employer About the PUMP Act
Know your rights. Advocate for support. Help build a future-ready workplace.
The PUMP Act is a federal law that gives employees the right to:
Reasonable break time to express breast milk—as often as needed
A private, non-bathroom space that is clean, secure, and free from intrusion
Access to these accommodations for up to one year after childbirth regardless of your role or hours worked.
While these conversations can feel personal, asking about your workplace’s readiness is a powerful act of advocacy—for yourself, for others, and for a more inclusive workplace. Whether you're a new parent, planning ahead, or an ally, these questions can help ensure your employer is compliant and prepared.
1. What space is available for lactation—and is it truly private?
An ideal space should have privacy, a working lock on the door, electrical outlets, a comfortable chair, and access to running water or a nearby sink. By law is must not be a bathroom.
2. How is the space managed?
Is there a booking system or reservation process? What happens if more than one person needs to use the space?
3. Do we have a written policy outlining lactation support?
How often breaks can be taken and how long they can last
Whether breaks are paid or unpaid
Clear guidance for both employees and managers
Find guidance on sample policy language here.
4. How are managers trained to support lactating employees?
Do team leads understand the legal requirements and know how to provide appropriate accommodations? Your workplace should have a clear, respectful process for requesting time and communicating with your manager.
5. What if these accommodations don’t exist or aren’t working?
Who should employees speak to? Is there a process for addressing concerns or filing a complaint?
If You’re Unsure How to Ask
Consider bringing these questions to your Parents or Women’s ERG as a group discussion
Ask as a future parent or ally—everyone benefits from a compliant, supportive workplace
Frame it as a question about readiness and equity, not just individual need
Want More Info?
Visit U.S. Department of Labor’s FAQ for Pumping at Work.