Pregnancy, Breastfeeding, Pumping Rights and ther Pregnancy Rights at Work in Utah

 


Utah parents have a number of workplace rights during pregnancy, postpartum recovery, and breastfeeding, and while on leave for pregnancy or pregnancy related conditions. Both federal and Utah laws protect your ability to pump at work, take pregnancy-related accommodations, take necessary leave and remain free from discrimination or retaliation. 

Under federal law, the Fair Labor Standards Act (FLSA) and the PUMP Act require most employers to provide reasonable break time whenever an employee needs to express breast milk for up to one year following childbirth. Employers must also provide a private lactation space that is not a bathroom, shielded from view, and free from intrusion by coworkers or the public. If your workplace offers paid breaks, they must remain paid when used for pumping. Additional pumping time may be unpaid only if you are completely relieved of all duties. The PUMP Act also expands protections to many salaried, part-time, and previously excluded employees, including remote workers.

Utah law adds additional support, especially for public employees. Utah Code § 34-49-202 requires public employers to provide reasonable break time and a private, sanitary room with an electrical outlet for breastfeeding or expressing milk. Public employers must also offer access to a refrigerator or freezer for storing expressed milk, or a nonelectric insulated container for workers in field or outdoor environments. These requirements ensure that working parents have a safe, functional space to pump.

For private employers who meet statutory requirements, Utah’s pregnancy accommodation law requires reasonable adjustments for pregnancy, childbirth, breastfeeding, and related medical needs unless they pose an undue hardship. This may include schedule changes, extra breaks, light-duty work, or a private pumping area. Utah employers must also provide written notice of these rights through employee handbooks or posted workplace notices, helping ensure that working mothers are informed of the protections available to them.

Federal pregnancy discrimination laws strengthen these protections. The federal Pregnancy Discrimination Act (PDA) prohibits employers from treating employees disparately because of pregnancy, childbirth, breastfeeding, or related conditions. Employers cannot fire, demote, refuse to hire, reduce hours, deny opportunities, or take any retaliatory action against an employee for requesting accommodations or exercising protected rights. Utah state anti-discrimination laws mirror these protections, ensuring that employees can file complaints or seek enforcement if their rights are violated.

In practice, these laws mean Utah employees have the right to pump at work, receive reasonable pregnancy accommodations, and remain free from discrimination or retaliation. They also have certain leave rights under the Family and Medical Leave Act (FMLA) and employer policies. Whether you work in a private business or a public agency, these laws ensure that your health and your baby’s needs are respected and accommodated. If your employer refuses to comply with federal or Utah workplace laws, you may be entitled to legal remedies and support.

For mothers who believe their rights have been violated, finding an experienced Utah employment lawyer can be an essential step. A qualified attorney can help evaluate whether your employer has violated breastfeeding rights, pregnancy accommodation laws, or anti-discrimination protections. If you have questions about your rights, or need legal representation, call one of the attorneys at Stavros Law at (801) 758-7604 or submit an inquiry at www.stavroslaw.com.  Our experienced employment lawyers can assist you with any employment law issues.

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