New York City Amends Lactation Room Accommodation Requirements

New York City has enacted legislation (Int 0892-2024), which amends lactation room accommodation policy requirements. Int 0892-2024 takes effect on May 11, 2025.

The Details

Background

Existing laws (Local Law 185 and Local Law 186) require New York City employers to implement and distribute to all employees upon hire a written lactation accommodation policy, which includes a statement that employees have a right to request a lactation room and the procedure to request a lactation room. Employers must also respond to requests within five business days.

Int 0892-2024

Effective May 11, 2025, Int 0892-2024 requires employers to distribute the policy at the commencement of employment (instead of upon hire) and make the policy readily available to employees through:

·       A physical posting in an area accessible to employees in the workplace; and

·       An electronic posting on the employer’s intranet (if the employer has one). 

Interplay with State Law

New York State’s paid lactation break law requires employers to include a statement in their policy that they will provide 30 minutes of paid break time and that employees may use existing paid break time or meal time for time in excess of 30 minutes to express breast milk. 

Next Steps

By May 11, 2025, New York City employers should:

·       Follow the physical and electronic posting requirements; and

·       Review and update policies with city and state laws, ensuring the state’s required language on paid lactation breaks is included.

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