A10053 amends New York Labor Law section 206-c, which governs workplace accommodations for employees who need to express breast milk. The bill would require employers, when an employee requests a lactation space, to provide a room or other location that is close to the work area, well lit, shielded from view, and free from intrusion, as current law already requires.
The main change is to expand the minimum amenities that must be available in that space. In addition to a chair, a working surface, nearby access to clean running water, and electricity if available, the bill would require an employer to provide, upon request, either a sink or an individual basin specifically designated for washing breast pump attachments. It also continues to prohibit use of a restroom or toilet stall as the lactation space and makes the amendment effective immediately.
Impact
The bill would broaden employer obligations under New York’s lactation accommodation law by adding a specific equipment and sanitation requirement for nursing employees. It would affect employers subject to Labor Law section 206-c by requiring them to ensure access to a sink or designated basin for cleaning breast pump parts when requested, potentially requiring workplace facility adjustments or added accommodations in some settings. The bill does not create a new right to lactation breaks, but it strengthens the standards for the space employers must provide.
Sentiment
Based on the bill text and available procedural history, the measure appears to be a straightforward workplace accommodation bill with no recorded opposition, votes, or committee debate in the provided materials. Its framing suggests a supportive posture toward nursing employees and workplace lactation needs, and the amendment is narrowly tailored rather than expansive. The absence of transcripts or vote data limits any deeper assessment of legislative sentiment beyond that general support.
Contention
The only likely point of contention is the added employer burden of providing a sink or individual basin designated for washing breast pump attachments, which may be more difficult for smaller employers or workplaces with limited facilities. Another possible issue is implementation cost and feasibility in existing buildings, especially where plumbing or space constraints make compliance harder. No specific objections, sponsors, or advocacy positions are included in the provided record.
Relates to employee access to lactation rooms in the workplace; requires that employers post written policies regarding the rights of nursing employees.
Prohibits employers from using workplace surveillance tools to surveil employees in private, off-duty areas or a worker's residence, vehicle or property; defines terms; establishes penalties for violations of such provisions.
Relates to the provision of breast pumps and related collection and storage materials to certain incarcerated nursing birth parents who are confined in or committed to an institution or local correctional facility with or without their child subject to specific time limitations; requires institutions and local correctional facilities to provide pumps and related materials to such incarcerated birth parents; requires the commissioner of corrections and community supervision to issue an annual report on data relating to incarcerated birth parents.