Differences Between the Federal and California Lactation Laws

1. Scope of Coverage

Federal Lactation Act (PUMP Act):

  • Applies to employers withĀ 50 or more employees, but small employers may be exempt if they demonstrate undue hardship.
  • Provides protections forĀ non-exempt employees; exempt employees were only included starting April 28, 2023.

California Lactation Accommodation Law:

  • Applies toĀ all employersĀ in California, regardless of size.
  • There isĀ no undue hardship exemption; all employers must comply.

2. Length of Protections

Federal:

  • Requires reasonable break time for lactation forĀ up to one year after the childā€™s birth.

California:

  • Does not impose a time limit; employees are entitled to lactation accommodationsĀ as long as they are breastfeeding.

3. Break Time

Federal:

  • Breaks areĀ unpaid, unless employees are already provided compensated breaks, in which case the lactation break must also be paid.
  • Employers are required to provide “reasonable” break time but no specific duration is mandated.

California:

  • Breaks must beĀ paidĀ if they overlap with regular paid rest breaks.
  • If additional break time is required beyond the standard rest breaks, that time may beĀ unpaid.

4. Lactation Space Requirements

Federal:

  • Employers must provide a private space, shielded from view and free from intrusion, that isĀ not a bathroom.
  • The law does not mandate specific features for the lactation space.

California:

  • Requires aĀ dedicated lactation spaceĀ that:
  • Is not a bathroom.
  • Is close to the employeeā€™s work area.
  • Has access toĀ electricityĀ for breast pumps.
  • Includes aĀ surface to place a pump and personal items.
  • Has aĀ comfortable chair.
  • Must provide access to a sink and refrigeratorĀ close to the work area, or an alternative cooling device.

5. Notice and Policy Requirements

Federal:

  • No specific requirement for employers to notify employees about their lactation rights or provide a written policy.

California:

  • Employers must develop and distribute aĀ lactation accommodation policyĀ that:Informs employees of their rights.Details the process for requesting accommodations.Explains how to report violations of the law.
  • The policy must be included in the employee handbook or otherwise provided to employees.

6. Penalties for Non-Compliance

Federal:

  • Employees may file complaints with the Department of Labor (DOL), which may result in fines or enforcement actions.
  • Remedies are limited to back pay, damages, or reinstatement if employees are penalized for requesting lactation accommodations.

California:

  • Violations can result in fines from theĀ California Labor Commissioner.
  • Employees can file claims for violations, including lost wages and additional damages.
  • Employers who fail to provide a suitable lactation space face fines ofĀ $100 per dayĀ of non-compliance.

Key Takeaways

  • Californiaā€™s law is stricter and broaderĀ than the federal law, offering greater protections and no exemptions for small employers.
  • California requires aĀ more equipped and accessible lactation space, along with aĀ formal written policyĀ to inform employees of their rights.
  • TheĀ Federal PUMP ActĀ sets a baseline, but California employees benefit from more comprehensive rights and accommodations.

California employers must comply with both federal and state laws, adhering to the more protective requirements of the California Lactation Accommodation Law.

Elga Lejarza

Founder/CEO

HRDevelop.com

HRTrainingClasses.com

Lejarza HR Consulting