Search

Search form

New Georgia Legislation Requires Employers to Provide Paid Lactation Breaks

  • August 11, 2020

Georgia Governor Brian Kemp has signed new legislation requiring employers to provide paid lactation breaks and private locations at the worksite where working mothers can express breast milk. The new law is effective immediately.

Georgia House Bill 1090, also known as “Charlotte’s law,” was inspired by a public school teacher whose supervisor would not allow her to pump during her planned break. The teacher was only allowed to pump during the break if she stayed after work to make up for that time.

Previously, an employer could, but was not required to, provide reasonable unpaid break time to an employee to express breast milk for an infant child. Similarly, employers could, but were not obligated to, provide a room or other location close to the work area, other than a toilet stall, for employees to express breast milk.

The new law (codified at O.C.G.A. § 34-1-6) requires employers to provide reasonable break time to employees who desire to express breast milk at the worksite during work hours. Employers cannot require employees to use paid leave for such breaks or reduce an employee’s salary as a result of the employee taking a break to express breast milk.

The law further requires employers to provide a private location, other than a restroom, where employees can express breast milk at the worksite.

The new law, however, does not require employers to provide paid break time to an employee on any day the employee is working away from the employer’s worksite.

Please contact a Jackson Lewis attorney with any questions related to the new law, updating workplace policies, workplace training, and other preventive practices.

 

©2020 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit https://www.jacksonlewis.com.