New mothers have a lot of medical challenges to overcome. Frequently, they may have lingering pain and functional limitations related to the changes that occur during labor and delivery as well as pregnancy. They also lactate or produce milk as a source of nutrition for their newborn babies.
Women choose to breastfeed for many different reasons. Some women have heard that lactation can help them lose their baby weight more quickly. Many others want to nurse their children for the developmental and immune system benefits that come from breast milk. The ability to bond with a child and the possibility of reducing future breast cancer risk are also reasons that women choose to breastfeed.
Regardless of why a mother breastfeeds after the birth of her child, she may need support from her employer when she returns to her job. How should businesses support lactating new mothers in order to comply with California labor laws?
Providing time for nursing or pumping
Maintaining a steady supply of breast milk requires regular elimination of the milk produced. Women need to either nurse their infants every few hours or use a pump to express the milk they have produced to maintain their supply. Businesses should allow a woman to take as many breaks as she needs to nurse a child in on-site daycare or a pump to maintain their breast milk supply.
Providing a sanitary, private space
All too often, people think that new mothers should have to pump breast milk in bathrooms. That is a very unsanitary solution. It is also far from private, as many other people may come and go during a pumping session. Workers may need access to a conference room or an unused office where they can privately pump or nurse every few hours for as long as they maintain their lactation.
Providing specific amenities
The private space where a woman pumps does need to have certain features to comply with state requirements. Generally speaking, there needs to be a seat and a table or counter. There also needs to be a source of electricity, especially if the woman uses a pumping system. In fact, the business may need to provide refrigeration access so that a woman can store her breast milk until the end of her shift.
There are some exceptions to lactation support rules in California. Smaller businesses can sometimes exempt themselves. However, most companies have to provide support for new mothers. Recognizing that a lack of support is likely a form of pregnancy or sex-based discrimination can help women assert themselves. Nursing mothers deserve the support necessary to maintain their lactation after the birth of a child.