The Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) protects the rights of nursing employees to express breast milk during work hours.
This law, passed on November 12, 2025, applies to employees and employing offices in the legislative branch through the Congressional Accountability Act.
Requirements Under the PUMP Act
- Break Time: Employing offices must provide covered employees reasonable break time to pump milk for up to one year after the child’s birth.
- Such break time must be provided each time the employee needs to pump milk, and the employee must either be completely relieved from duty or paid for the break time.
- Teleworking employees are eligible to take pump breaks on the same basis as non-teleworking employees.
- Private Space: Employing offices must provide covered employees a place, other than a bathroom, to pump breast milk that is shielded from view and free from intrusion from coworkers and the public.
- Such space must be functional for pumping breast milk and be available when needed by the nursing employee.
- Teleworking employees must be free from observation by work-related video systems while pumping.
- If an employing office fails to provide a space meeting the requirements of the PUMP Act, an employee who wishes to commence an action must provide the employing office with notice of the failure and provide the employing office ten days to correct the issue prior to commencing an action.
Employees who believe that their rights have been violated under the FLSA/PUMP Act may file a claim with the OCWR. Potential remedies for violations may include reinstatement, promotion, payment of wages, and damages. Note that it is unlawful for an employing office to intimidate or take reprisal against any covered employee for opposing a practice made unlawful by the FLSA/PUMP Act.
The OCWR also offers confidential, cost-free advice and guidance to covered employees in the legislative branch. Employees who believe that their rights under the FLSA/PUMP Act have been violated may contact the OCWR Confidential Advisor to discuss their rights and options on a privileged and confidential basis. The Confidential Advisor may assist employees in drafting a claim but may not represent them in any proceeding.
Please note that some employing offices may already provide pumping space and breaks for their nursing employees in accordance with the PUMP Act. Refer to your employing office’s policies for additional details. Nursing employees in the legislative branch may also be protected under other workplace laws such as the Pregnant Workers Fairness Act (PWFA).
Additional Resources
OCWR Office of the General Counsel’s Brown Bag on New Protections for Pregnant and Nursing Employees