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NEA Legal & Employment Guidance

The PUMP Act and PWFA

Advocacy resources to help raise awareness of members’ legal rights to workplace accommodations for breastfeeding and pumping breast milk, strengthened by the recently-enacted federal PUMP Act and Pregnant Workers Fairness Act.
By: National Education Association
Published: April 4, 2024
This resource originally appeared on NEA.org

The Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP for Nursing Mothers Act or PUMP Act) requires employers to provide reasonable break time and a private place other than a bathroom for an employee to pump breast milk for their nursing child for one year after the child's birth each time such employee has need to pump at work.

The Pregnant Workers Fairness Act requires covered employers to provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.

Per NBI 61/62, the advocacy resources below are to help raise awareness of members’ legal rights to workplace accommodations for breastfeeding and pumping breast milk, which was strengthened by the recently-enacted federal PUMP Act and Pregnant Workers Fairness Act.

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