Skip to content

Paid Lactation Breaks Effective June 19th, 2024

Paid Lactation Breaks Effective June 19th, 2024

July 11, 2024 Last Edit: June 5, 2025

Paid Lactation Breaks Effective June 19th, 2024

Effective June 19th, 2024, all private sector employers (regardless of size) will be required to provide 30 minutes of paid break time to employees who need to express breast milk at work. Employees must also be permitted to use any existing paid break or mealtime for breast milk expression over 30 minutes. Employers must provide paid lactation breaks “each time an employee has reasonable need to express breast milk”, with no cap on the amount of paid lactation breaks per day. Employers must also distribute a lactation accommodation policy to all employees aligned with the model policy developed by the New York Department of Labor. Employers are encouraged to update their policies to reflect these changes to the law. For more information on paid lactation breaks visit: https://dol.ny.gov/expressing-breast-milk-workplace
Get to know NFIB

NFIB is a member-driven organization advocating on behalf of small and independent businesses nationwide.

Receive our newsletter and email notification
Knowledge is power. Let us help you stay informed with breaking legislative news, regulatory updates, business tips, and more.

Related Articles

July 4, 2025
America’s Small Businesses Applaud President Trump, Congress…
Read More
United States Capitol Building Wide Shot
July 3, 2025
NFIB Thanks Congress for Passing Landmark Small Business Tax Re…
NFIB applauds Congress for passing the One Big Beautiful Bill Act, which in…
Read More
July 2, 2025
NFIB Key Votes One Big Beautiful Bill Act in U.S. Senate and Ho…
NFIB key votes the One Big Beautiful Bill Act in the 119th Congress and urg…
Read More
July 2, 2025
Small Business Owners Push Priorities in Capitol Hill Meetings
Over 80 small business owners attended NFIB’s annual Fly-In. They attende…
Read More

© 2001 - 2025 National Federation of Independent Business. All Rights Reserved. Terms and Conditions | Privacy Policy | Accessibility