Breastfeeding mothers urgently need better legal safeguards in the workplace. A recent study has unveiled a staggering reality: out of the 151 largest cities in the United States, only two have enacted laws to protect the rights of breastfeeding mothers returning to work. Just two.
The American Academy of Pediatrics recommends that all capable nursing mothers exclusively breastfeed for six months; however, only 22% manage to do so for this duration. The limited support from employers could be a contributing factor to these low statistics.
Under the Fair Labor Standards Act, federal law mandates that employers must provide “reasonable break time” and a designated area—other than a restroom—for breastfeeding mothers to express milk. Unfortunately, this is the extent of federal protection, which applies only to hourly employees at businesses with 50 or more workers and annual earnings of at least $50,000. Salaried employees fall outside these protections.
Dr. Emma Carter, a nursing and nutrition expert at a prominent university, and her team of nursing students conducted an extensive review of the laws across major U.S. cities. Their findings revealed that only New York City and Philadelphia have local ordinances offering some degree of protection for breastfeeding women. “Finding information on city-level breastfeeding protections was quite challenging,” Dr. Carter shared. “In nearly every city we asked, the answer was no when we inquired about protections for nursing mothers during long shifts.”
This is a significant national concern because women make up 56% of the U.S. workforce. The federal regulations are insufficient and overly restrictive. “Currently, if a mother wants to balance breastfeeding and her career, the responsibility falls squarely on her shoulders,” Dr. Carter noted. This issue intersects both social justice and public health.
Reflecting on my own experience, when I returned to my job in a high-pressure advertising agency, I was offered a cramped, unsanitary bathroom for pumping milk—an environment that clearly lacked respect for my needs as a new parent. Many supportive female colleagues were present; however, I faced judgment from others who were uncomfortable with breastfeeding in general. Unfortunately, I was laid off just two months after my return, and I can’t help but wonder if this was linked to my situation. In Pittsburgh, there are no legal protections to address such scenarios.
The study’s authors advocate for comprehensive city-level laws that would support all working mothers, irrespective of their occupation, hours worked, payment frequency, or company size. Proposed legislation would aim to establish clear guidelines beyond just break times and non-restroom spaces. Enhanced protections could empower more nursing mothers to achieve their breastfeeding goals while feeling supported at work.
“The stronger the city legislation becomes, the easier it will be for states to adopt similar laws,” Dr. Carter explained. “With enough grassroots momentum, we could eventually see effective federal laws established.”
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In summary, the lack of legal protections for breastfeeding mothers returning to work is a pressing issue, with only two cities providing such safeguards. Enhanced laws at the city level could help improve conditions for working mothers, promoting both social justice and public health.
Keyphrase: Legal Protections for Breastfeeding Mothers
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