{"id":4054,"date":"2023-09-05T21:50:00","date_gmt":"2023-09-05T16:20:00","guid":{"rendered":"https:\/\/www.complianceprime.com\/blog\/?p=4054"},"modified":"2024-05-10T15:01:57","modified_gmt":"2024-05-10T09:31:57","slug":"pump-act-and-pregnant-workers-fairness-act-how-to-handle","status":"publish","type":"post","link":"https:\/\/www.complianceprime.com\/blog\/2023\/09\/05\/pump-act-and-pregnant-workers-fairness-act-how-to-handle\/","title":{"rendered":"PUMP Act and Pregnant Workers Fairness Act: How to handle"},"content":{"rendered":"\n

The passing of the Pregnant Workers Fairness Act and the PUMP Act in the US have had a significant impact on workplace culture. These laws seek to ensure that expectant workers and new parents receive equitable treatment and appropriate accommodations, and maintaining accurate payroll records<\/a> becomes even more crucial to guarantee compliance with these legislative changes.<\/p>\n\n\n\n

In this blog, we will delve into the key provisions of both acts and provide insights into how employers can effectively navigate these regulations.<\/p>\n\n\n\n

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<\/p>\n\n\n\n

The PUMP Act: Protecting the Right to Organize for Nursing Mothers Act<\/h2>\n\n\n\n

The PUMP Act was signed into law to expand the rights of nursing mothers<\/a> in the workplace. The law builds on the Fair Labor Standards Act (FLSA), requiring employers to provide breastfeeding mothers with sufficient break time and private spaces, apart from restrooms, to express milk. Here’s what you need to know:<\/p>\n\n\n\n

Key Provisions:<\/h3>\n\n\n\n