The Lactation Network

Save this post for when you need to discuss pumping accommodations with your employer! We’re here to help you learn about your federal protections, advocate for accommodations, and take action if your needs aren’t being met. 💼 🤱

“What should I do if my employer won’t provide pumping accommodations? Or discriminates against me?” If you’re facing retaliation, discrimination, or unfair treatment at work as a nursing parent, we see you. And we’re here to help you learn about your options. Here are the steps you can take to remedy the situation — from filing a complaint to taking legal action.

We know advocating for yourself at work can be uncomfortable. But we’re here to remind you (and equip you with the facts!) that pumping at work is your legal right. In 2010, the Affordable Care Act amended the Fair Labor Standards Act (FLSA) to require employers to provide reasonable break time for an employee to pump in a private, non-bathroom space. In 2023, the Providing Urgent Maternal Protections (PUMP) Act expanded coverage to 9 million more employees — including teachers and nurses — and extended protections to a full year after a child’s birth. While we’ve come such a long way to protect nursing parents, there’s still work to be done. For one, contractors, gig workers, airline pilots, and flight attendants aren’t protected under the law. And just because accommodations are legally mandated, it (sadly) doesn't guarantee that employers will comply. The reality is, working parents still face uncertainty. Will their needs be met? Will their employer retaliate? Will they need to find another job? But the good news is, you can take legal action to hold employers accountable. In the meantime, we’ll keep fighting the good fight to raise awareness and help empower working parents. Because to us, you’re the real superheroes at home and work — and you deserve better. 💚

We asked, you shared! We love to hear about supportive work environments making it possible for you to pump at work as often as you need to — without worry or shame. Keep sharing in the comments! We want to know: Is your employer providing pumping accommodations? How did they go above and beyond? What could they do better? 👇👇👇

If you’re breastfeeding, you may encounter nipple thrush, a common (but uncomfortable) condition that results from the overgrowth of candida. Here’s what you can do to prevent it, spot the symptoms, and get relief fast according to our clinical resource manager and IBCLC, Demi Lucas. Click the link below to read the full article in The Bump! https://bit.ly/4dAhlbC

Hey, parents! 👋 As you plan your return to work, we’re here to help you navigate the important (but sometimes uncomfortable) topic of pumping accommodations. Feeding your baby is your legal right! And your workplace is required to support you with proper accommodations. Here’s a quick guide on how to approach the conversation and ensure you’re treated fairly! 

Question: Do you need to disclose that you’re a nursing parent during the interview process? The short answer: We say disclose your needs — after you receive an offer. The long answer: Searching for a job is difficult enough as it is, and we realize it can be even more stressful as a new or expecting parent. That said, you’re absolutely not required to disclose that you’re a nursing mom. But if you want to broach the topic, we recommend waiting until you have an offer to avoid potential discrimination during the hiring process. At the offer stage, you can test the waters by asking your prospective employer what pumping accommodations they have in place. If they don’t have any, see how they react to your request for a private space and break time. Their response should help you gauge how parent-friendly their culture is and if they’ll be supportive of your lactation goals. Since 2010, the Affordable Care Act has required employers to provide reasonable break time and accommodations for nursing parents to express milk for up to one year after their child’s birth. In other words, it’s your right to pump — no matter where you work — and you can take legal action if you experience unfair treatment or retaliation. We’re rooting for you (and nursing parents everywhere!) to find a supportive and inclusive environment where you can thrive as a parent and employee. If you’ve navigated this before, what advice would you give? 👇

Real talk: Pumping at work isn’t always a walk in the park. Especially when you have to ask for space to do it (which you’re legally entitled to!) and advocate for yourself. If you’re encountering setbacks (read: Lack of accommodations or passive-aggressive coworkers) that make pumping at work uncomfortable or unwelcome, we see you. And we’re here to remind you that your employer is *required* to provide you with a private, non-bathroom space and allow you to take pumping breaks — without any retaliation. For more information and guidance, click the link below to read our “Your rights as a nursing parent in the workplace” article. Deep breaths, you've got this! https://bit.ly/4ew1NXx

Since the inception of The Lactation Network, we have turned away nearly 3,000 requests for lactation consultations for U.S. military service members and their families through TRICARE — not because we don’t have enough IBCLCs, or because we’re not ready, willing, and able to provide those who serve our country the lactation care they deserve. It’s because the TRICARE program simply does not offer sufficient reimbursement for the critical expert lactation care International Board Certified Lactation Consultants provide. This must change. Today, we got one step closer to ensuring adequate lactation coverage, care, and support for Service members and their families, thanks to 33 dedicated Congresspeople who signed a letter to the Department of Defense. We won’t stop until every parent and family gets the breastfeeding support they need — and we’ll keep celebrating these wins along the way. 💚