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

 
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The Business Case for Lactation Benefits

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Workplace Lactation Model Policies