You have the right to reasonable accommodations to express milk (“pump”) at work, including:
- Break time for pumping (without a reduction in compensation for time used for this purpose);
- A private, non-restroom space for pumping; and
- A space where you can safely store pumped milk.
These rights are protected under several state and federal laws, including the Illinois Nursing Mothers in the Workplace Act, the Illinois Human Rights Act, and the federal Fair Labor Standards Act. (Depending on the law, there may be some exceptions based on the type of employer, the type of employee, and the accommodations requested.)
You have the right not to experience discrimination or retaliation at work because you are breast/chestfeeding* or because you asked for accommodations to breast/chestfeed or pump milk.
- The Illinois Human Rights Act prohibits an employer from discriminating or retaliating against an employee or job applicant because they are breast/chestfeeding or because they asked for accommodations to breast/chestfeed or pump milk. The federal Pregnancy Discrimination Act offers similar protections.
- The federal Fair Labor Standards Act prohibits an employer from retaliating against a covered employee because they request break time or a private, non-restroom space for pumping or complains about inadequate accommodations.
*Chestfeeding is an alternate term for lactating people that do not to use the term “breast” when referring to their bodies.