The PUMP Act and Workplace Lactation Rights: A Practical Guide for Pumping at Work

Returning to work after having a baby can be complicated. Even when you feel supported in your role, figuring out how to pump during the workday can add stress, uncertainty, and pressure. Many breastfeeding parents are left wondering what they are allowed to ask for, how much time they can take, and whether advocating for themselves could impact their job.

The PUMP for Nursing Mothers Act, commonly known as the PUMP Act, was created to protect the rights of breastfeeding and pumping parents in the workplace. Understanding what the law covers, how it applies to your job, and how to make pumping at work sustainable can make this transition feel far more manageable.

This guide explains your workplace lactation rights under the PUMP Act, what current data shows about pumping support at work, and practical tips for pumping and storing breast milk while working.

The Providing Urgent Maternal Protections for Nursing Mothers Act went into effect in December 2022. It expanded existing lactation protections under the Fair Labor Standards Act to include most employees, including many salaried workers who were previously excluded (1).

Under the PUMP Act, eligible employees are entitled to reasonable break time to express breast milk and access to a private space that is not a bathroom. These protections apply for up to one year after childbirth (1,2).

The law also protects employees from retaliation. Employers may not discipline, demote, or terminate an employee for requesting or using pumping accommodations. If an employee is not fully relieved of job duties while pumping, that time must be treated as paid work time (1).

Workplace pumping support has improved, but many breastfeeding parents still face challenges.

According to the 2024 Aeroflow Breastpumps Annual Survey, 75 percent of working mothers report having access to a private pumping space, and 69 percent say their workplace has a formal lactation policy. Both numbers represent significant improvement since 2018 (4).

Despite this progress, barriers remain. The same survey found that 83 percent of respondents experience stigma around pumping at work. Nearly half reported negative interactions with coworkers. Fifty-nine percent worried that pumping could affect their career, and 54 percent considered changing jobs due to inadequate lactation support (4).

These findings highlight an important reality: having legal protections does not always mean parents feel supported using them.

Understanding what the law requires can help breastfeeding parents advocate with confidence.

Reasonable Break Time for Pumping

The PUMP Act does not specify a set number of pumping breaks. Employers must allow reasonable break time as often as needed to express milk. For many parents, this means pumping every two to four hours, depending on milk supply and comfort (2).

A Private, Non-Bathroom Pumping Space

Employers must provide a space that is private, shielded from view, free from intrusion, and not a bathroom. The space must be functional for pumping and available when needed (2,3). A permanent lactation room is not required; a temporary private space can meet legal requirements.

Protection From Retaliation

Employees are legally protected from retaliation when requesting or using pumping accommodations. If issues arise, support is available through the U.S. Department of Labor or the Equal Employment Opportunity Commission (1).

Many breastfeeding parents worry that asking for pumping accommodations will make them appear less committed. A clear, professional request can help set expectations.

A simple written request is often effective:

“I am returning to work and will need reasonable break time and access to a private, non-bathroom space to express breast milk, as protected under the PUMP Act and the Fair Labor Standards Act.”

When possible, offering solutions can make the process smoother. This may include suggested pumping times, possible locations, or a plan for managing work responsibilities during breaks. Keeping documentation of requests and responses is also helpful.

Legal protections matter, but day-to-day strategies can make pumping at work more sustainable.

Time Management for Pumping

Schedule pumping breaks the same way you would schedule meetings. Be sure to account for setup, pumping, and cleaning time. Aligning pumping sessions with existing breaks can reduce stress when possible.

Pumping in Different Work Environments

Office workers often use private offices or reserved meeting rooms. Shift-based employees may benefit from discussing coverage needs in advance. Parents who work on the go may find portable pumps, car adapters, and privacy covers especially helpful.

Breast Milk Storage at Work

Insulated cooler bags with ice packs are useful when refrigerator access is limited or shared. Label milk clearly with your name and date. Freezing earlier milk during long shifts can help manage storage space. Some parents choose to store pump parts in a sealed container in the refrigerator between sessions ,when appropriate.

Survey data shows that when breastfeeding parents feel supported at work, they are more likely to continue pumping and less likely to consider leaving their job (4).

Supportive workplaces provide clear lactation policies, normalize pumping breaks, and educate managers and coworkers. For parents, understanding that pumping is a protected workplace right can reduce guilt and stress.

Returning to work while breastfeeding or pumping can feel overwhelming, but parents should not have to choose between their job and feeding their baby. The PUMP Act protects your right to pump at work.

Knowing your workplace lactation rights, preparing for conversations with your employer, and using practical pumping strategies can make this transition more sustainable. Support matters, and it starts with knowing that your needs are both normal and legally protected.

(1) Equal Employment Opportunity Commission. Time and Place to Pump at Work: Your Rights
https://www.eeoc.gov/time-and-place-pump-work-your-rights

(2) U.S. Department of Labor. Pump at Work
https://www.dol.gov/agencies/whd/pump-at-work

(3) American Civil Liberties Union. PUMP Act Explainer
https://www.aclu.org/sites/default/files/field_document/pump_act_explainer.pdf

(4) Aeroflow Breastpumps. 2024 Annual Survey
https://aeroflowbreastpumps.com/media/aeroflow/resource/2024_Annual_Survey.pdf