Lactation Benefit Checklist for HR Leaders
Ensure your workplace meets the federal standard—and goes beyond it to build a competitive advantage.
Compliance Minimums For the PUMP Act
The PUMP Act is a federal law enforceable as of April 28, 2023 requiring employers to:
Provide reasonable break time for employees to express breast milk, as often as needed, for up to one year after childbirth.
Offer a private, non-bathroom space that is shielded from view and free from intrusion.
Ensure accommodations are available during all work hours, including for shift and part-time workers
Comply with enforcement provisions, allowing employees to file complaints or legal claims for violations.
The law applies to all employers, regardless of size (with rare exceptions), and covers all employees, including salaried and remote workers.
Best-in-Class Lactation Benefits Checklist
Going beyond minimum compliance isn’t just about meeting the law—it’s a powerful way to boost retention, engagement, and your leadership in workplace inclusion. Here’s a checklist to help you move from compliance to best-in-class support.
1. Physical Space Requirements
Dedicated lactation spaces available at all locations (not a bathroom)
Visual privacy, a working lock, electrical outlets, a chair, and a clean surface
Access to running water or a nearby sink
Refrigeration for milk storage or allowance for personal coolers
Booking or reservation system to manage shared use
2. Policy and Communication
Clear written lactation policy included in employee handbooks and onboarding
Policy guidance on frequency, duration, and whether lactation breaks are paid
Policy accessible to all employees (onsite, remote, part-time, contract)
Employees informed of their rights before or upon returning from leave
Policy tailored to different workplace environments (satellite offices, shift workers)
3. Manager Training and Employee Support
Managers trained to respectfully handle lactation accommodation requests
Supervisors understand scheduling flexibility and legal responsibilities
Facilities and operations teams trained to maintain and stock lactation rooms
Confidential point of contact available for raising concerns
4. Going Beyond: Leadership Practices
Offer paid lactation breaks beyond legal minimums (e.g., 30 minutes per session)
Provide support for traveling employees, such as milk shipping reimbursement
Recognize lactation support as part of broader parental benefits and inclusion strategy
Build partnerships with vendors (like MilkMate) for turnkey lactation solutions
Not Sure Where You Stand?
RMH Compass offers confidential audits, policy reviews, competitive benchmarking, and connections to trusted vendors.
Identify gaps in your current practices
Compare your performance to peer organizations
Implement best-in-class lactation benefits with confidence
Contact us at info@rmhcompass.org to get started