Being a new mother is definitely challenging. Along with raising your child, you may also need to return to work to make ends meet for your family. In this case, your employer must abide by the rules regarding new mothers and nursing breaks.
The Fair Labor Standards Act (FLSA) mandates that employers must make certain concessions for nursing mothers regarding the timing and location of breaks. This guide explains a few important factors to consider, which will help you protect your rights as a worker.
Location of nursing breaks
Although it does not need to be a permanent fixture in the workplace, employees must have access to a private, secluded location to take their nursing breaks. Employers cannot designate the bathroom for nursing breaks, although other private locations will suffice. Additionally, the worker must have access to the area designated for nurse breaks at all times during the day.
Frequency of nursing breaks
The frequency and duration of nursing breaks typically depend on the employee. As a result, employers must maintain flexibility when scheduling breaks. The worker will need as many breaks as necessary to expel milk for their new baby, and the break time may vary depending on the situation.
Compensation for breaks
There is no law that says employers must compensate employees for taking nursing breaks. The only exception is when an employee typically receives compensation for breaks or when they continue working through nursing breaks. In this case, the worker must receive compensation for breaks as they normally would.
If you believe your rights are not respected by your employer, report the issue right away. Swift action can help you receive justice and ensure other workers are also treated respectfully.