As I’ve previously talked about, two new federal laws protecting pregnant workers and nursing employees are now in effect (with the protections for pregnant workers taking effect on June 27, 2023).
I want to use this post to talk about: the implications for employers in states like Connecticut that already have protections under state law
A couple of months ago, I did a post on a new guide available on the Connecticut Department of Labor website on “Connecticut Breastfeeding Nondiscrimination and Workplace Accommodation Laws.” While I noted that it was a useful document, I also pointed out that there were some areas that could have used a bit more context
If you’ve been with this blog since it’s inception, you probably recall a few posts here, here, and here that I did early on about what employers needed to know about the breastfeeding in the workplace laws.
Now, the CHRO in conjunction with the Connecticut Departments of Public Health and Labor, and the
Connecticut employers have long since had to deal with Conn. Gen. Stat. 31-40w which has stated that every employee who wishes to express breast milk or breastfeed at work can do
so during a meal or rest period. Employers are obligated to find a suitable room or other location (other than a toilet stall) where the