Reminder: NYC employers must post lactation room accommodation policy

Effective May 8, 2025, New York City (NYC) Local Law 109 requires NYC employers to distribute their written lactation room accommodation policy to new employees and to post the policy conspicuously in the workplace “in an area accessible to employees and electronically on such employer’s intranet, if one exists.”

New requirements

Although the City’s lactation accommodations law (which is part of the New York City Human Rights Law) has been in effect since 2018, these posting requirements are new. To help employers to meet these legal obligations, the New York City Commission on Human Rights has developed several model lactation accommodation policies and a request form.

Prompted by the recent amendment to the New York Labor Law that directs employers throughout New York State to pay for the first 30 minutes of each lactation break, NYC Local Law 109 also requires that an employer’s lactation accommodation policy “state that the employer shall provide 30 minutes of paid break time, and shall further permit an employee to use existing paid break time or meal time for time in excess of 30 minutes to express breast milk pursuant to” New York Labor Law section 206-c.

If you have any questions concerning these amendments to the New York City Human Rights Law, or about how to prepare, post, and distribute a lactation accommodation policy in New York City, please contact C.H. Kaplan Law PLLC’s Charles H. Kaplan (914-325-1864).