Balancing work and new motherhood is never easy, but it shouldn’t mean choosing between your job and your baby’s health. Thanks to recent federal legislation, nursing mothers across the country, including here in Indiana. Now have stronger workplace protections than ever before. The PUMP Act (Indiana Nursing Mothers, Providing Urgent Maternal Protections for Nursing Mothers Act), which Congress passed in December 2022, expands federal rights for lactating employees and ensures workplaces are more supportive and equitable.
In Addition, recognition of Breast Cancer Awareness Month, it’s the perfect time to spotlight how this law works, what it means for Indiana workers and employers, and how to make sure you protect your rights.
What Is the PUMP Act?
The PUMP Act builds on the 2010 Break Time for Nursing Mothers Law, which was part of the Fair Labor Standards Act (FLSA). That earlier law required employers to provide reasonable break time and a private space (not a bathroom) for nursing mothers to express breast milk for one year after childbirth.
The PUMP Act expands these protections significantly by:
- Covering an additional 9 million workers who employers had previously excluded, including teachers, nurses, agricultural workers, and many salaried employees.
- Extending protections to nearly all employees covered under the FLSA.
- Allowing workers to pursue legal action if employers violate their rights (after workers notify the employer and allow 10 days for correction).
This means more Indiana workers now have the legal backing to balance breastfeeding and career, without penalty.
What Employers Must Provide in Indiana
Under the PUMP Act, Indiana employers must:
- Provide reasonable break time for employees to pump breast milk each time they need to during the workday, for up to one year after childbirth.
- Offer a private, clean, and safe space (not a restroom) where the employee can express milk.
- Ensure the employee is not penalize for taking these breaks, with no loss of pay, retaliation, or discrimination.
Importantly, if the employee is not completely relieved of work duties during pumping, that time must be paid.
Real-World Example: When Employers Get It Wrong
In 2023, a lawsuit in Illinois (Hicks v. City of Tuscola) highlighted the stakes of ignoring these protections. A police officer alleged that her department fail to provide adequate space or time to pump. Thats causing health issues and forcing her to choose between her job and breastfeeding. The case drew nationwide attention and underscores why compliance with the PUMP Act is essential.
Here in Indiana, teachers and healthcare workers have filed similar complaints. In these fields, rigid schedules often clash with pumping needs, but under federal law, “too busy” is not a valid excuse.
How the PUMP Act Helps Indiana Workers
For nursing parents across the state, the PUMP Act provides critical workplace support:
● Health benefits: Breastfeeding has prove their benefits for infants and parents, and workplace support increases breastfeeding success rates.
● Job security: Protections reduce the risk of retaliation or forced resignation.
● Equality: The law helps close gender-base gaps by supporting working mothers’ needs without career penalties.
What to Do If Your Rights Are Violated
If your employer is not following the PUMP Act requirements, here are your next steps:
- Document everything: Note dates, times, denied breaks, or unsafe conditions.
- Communicate in writing: Notify your employer of the violation and allow them up to 10 days to correct it.
- File a complaint: Contact the U.S. Department of Labor’s Wage and Hour Division or the Indiana Civil Rights Commission.
- Consult an employment attorney: A lawyer experienced in Indiana employment law can help you file claims, negotiate solutions, or pursue legal action if needed.
Tips for Indiana Employers
● Be proactive: Review policies and designate appropriate spaces before issues arise.
● Train supervisors: Many violations occur because managers are unaware of the law.
● Support flexible scheduling: Allow adjustments that accommodate nursing needs without burdening the employee.
Contact an Indianapolis Employment Lawyer for PUMP Act Help
If you believe your PUMP Act Indiana nursing mothers’ rights have been violate or you’re unsure what your rights are, it’s time to get professional guidance. Our experience team at AKB Law can help you understand your legal options, protect your workplace rights, and advocate for fair treatment. Contact Amber Boyd Law Today!
Don’t wait, speak with an Indianapolis Employment Lawyer today to ensure your workplace is compliant and your rights are fully protected.
Final Thoughts
Consequently, the PUMP Act Indiana nursing mothers’ protections are more than a workplace regulation, they recognize the realities working mothers face and are a step toward genuine equity in the workplace. In Indiana, where family and community values run deep, supporting nursing parents strengthens both workplaces and families.
If someone has violated your PUMP Act rights or you’re unsure what your rights are, AKB Law is here to help. Our team can guide you through your legal options and advocate for the fair treatment you deserve.
