Breastfeeding Information for Workplaces
Support Breastfeeding Employees Returning to Work
Employees who return to work often find it challenging to meet their breastfeeding goals. Workplace support for breastfeeding is a critical piece of the national effort to extend the time parents breastfeed and increase exclusive breastfeeding.
Why should my workplace support breastfeeding employees?
Supporting breastfeeding is not only the right thing to do, it helps businesses save money and retain employees. Supporting breastfeeding employees in the workplace has bottom line benefits for employers.
- Breastfeeding employees miss work less often
- Breastfeeding lowers health care costs
- Breastfeeding support in the workplace reduces turnover rates
- Breastfeeding support programs improve productivity and loyalty
- Breastfeeding support can generate positive public relations
Accommodating breastfeeding employees
Workplace support for breastfeeding employees has four components, which can be summed with the acronym STEP:
- Support: From supervisors, colleagues and the employer
- Time: Leave after birth and flexible scheduling to accommodate lactation breaks during work time
- Education: For parents and supervisors about the benefits of breastfeeding and the worksite policy
- Place: A private space to express milk
Minnesota breastfeeding law
Minnesota law requires employers to provide breastfeeding parents with reasonable break time to express milk and a private room or other location for milk expression, other than a bathroom or a toilet stall, with access to an electrical outlet and in close proximity to the employee's workspace.
Employers are required to comply with these laws and Minnesota Department of Labor and Industry (DLI) may issue compliance orders if violations occur. In 2023, WESA’s accommodations for breastfeeding parents requirements were updated. Effective July 1, 2023, the following changes took effect: The 12 month limit on the right to express milk has been changed to an unlimited amount of time; There is no longer an undue hardship exception; Breaktimes “may” run concurrently rather than “must”; Employers must provide employees notice of nursing mother’s rights at the time of hire, and when an employee makes an inquiry about or requests parental leave.
In 2022, WESA's breaktime accommodations were update. Effective January 1, 2022, an employer will not be able to reduce an employee’s compensation for time used for expressing milk. This change does not require unpaid break times such as a mealtime to be converted to paid break time.
Please visit the Department of Labor and Industry's webpage Pregnant Workers and New Parents to review employer assistance materials about expectant and new parent employees and further details about these changes or contact the (DLI) at dli.laborstandards@state.mn.us or 651-284-5075.
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