New York City has recently amended the law which requires employers to provide lactation accommodations to employees. Under the current law, employers must provide a lactation room where employees can pump/express breast milk, and reasonable time to pump/express breast milk. Employers are also required to have a written lactation policy that meets certain requirements under the law and must provide it to all new employees.
Effective May 11, 2025, the law will now include additional obligations for New York City employers. The amended law makes the following changes:
- In line with New York State’s recently enacted paid lactation break law, New York City employers must include a statement that the employer will provide “30 minutes of paid break time, and shall further permit an employee to use existing paid break time or meal time for time in excess of 30 minutes” to express breast milk.
- Employers will now have to make their written lactation room accommodation policy “readily available to employees by, at a minimum, conspicuously posting such policy at an employer’s place of business in an area accessible to employees and electronically on such employer’s intranet, if one exists.”
- The amendment also slightly modifies the law’s language to distribute the written policy to employees “at the commencement of employment” (as opposed to the language “upon hire”). The amended law clarifies that employers are not required to provide the policy to employees before their first day of work.
New York City employers should review and update their policies to ensure compliance with the new requirements before May 11, 2025. Should you have any questions or need assistance regarding the amendment to the law, please contact Ali Law Group.
HRtelligence was created by the team at Ali Law Group, LLC. Should you have any questions or need assistance, please contact Ali Law Group.
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