Análisis de la cuota de mercado de Versare para noviembre 2025

You're a new mom, back in the high-pressure world of deadlines and conference calls. But amidst the professional flurry, the question of where and how to express breast milk looms large. A well-equipped, stress-free, and comfortable lactation room can make a significant difference in providing for their newborn while also maintaining one’s professional responsibilities. And since working mothers make up nearly one-third of the female labor force, lactation rooms, aka mothers’ or nursing rooms, are essential for supporting breastfeeding moms and creating a thriving, inclusive workplace. What Does the Law Say About Lactation Rooms? The Providing Urgent Maternal Protections for Nursing Mothers Act, more so known as the PUMP Act, is a recent addition to the existing legal framework supporting breastfeeding mothers in the workplace. Prior to the PUMP Act, the Fair Labor Stands Act (FLSA) mandated break time and private space for nursing moms, but it only applied to employers with more than 50 employees and excluded exempt employees, typically salaried professionals. The PUMP Act closes this gap, ensuring most working mothers, regardless of their position or salary structure, have access to: Reasonable Break Time: Employers must provide mothers with breaks to pump breast milk for their child up to one year after childbirth. “Reasonable” is determined by considering factors like how often a mother typically needs to pump and the nature of her work duties. Private Space: A clean, private, non-bathroom space must be furnished by the employer for mothers to express milk comfortably. This space should be free from intrusion and shielded from view. Also, the FLSA didn't explicitly address whether pumping time counted as paid work time. The PUMP Act clarifies that for mothers who are not completely relieved of duties during their breaks, pumping time is considered work time and should be compensated accordingly. Essential Elements for a Functional