Washington just passed one of the strongest lactation protection laws in the U.S.—here's what it means for working moms
If you've ever timed a letdown to a 10-minute work break, pumped in your car between meetings, or used sick leave to sit in a supply closet and hope no one knocks—Washington State's new law might make you exhale a little.
On May 20, 2025, Governor Bob Ferguson signed into law Engrossed Second Substitute Senate Bill 5217, a landmark bill that dramatically expands pregnancy and postpartum accommodations for workers in the state. It goes into effect January 1, 2027—and it's a big deal for breastfeeding moms, postpartum recovery, and workplace equity.
Here's what's changing—and why it matters.
Related: This reporter says she wasn't allowed to pump at work: 'Find a Target or a hospital'
Starting in 2027, all employers in Washington State—even those with just one employee—must:
Pay employees for lactation breaks during work hours at their regular rate of pay.
Cover travel time to access a lactation space (if it's not immediately nearby).
Provide lactation breaks that are meal and rest breaks already required by law.
Prohibit using paid leave for lactation breaks or related travel time.
Offer flexible scheduling for postpartum medical visits, expanding beyond current law that only covers prenatal appointments.
Ensure access to a private, non-bathroom space to pump. If one doesn't exist, employers must work with the employee to find a solution that works.
This law also removes religious exemptions—meaning nonprofit sectarian and faith-based organizations are no longer off the hook.
And in a crucial accountability shift, the Washington Department of Labor and Industries will now enforce these rights. Employees can file complaints, and civil penalties may be assessed.
This bill is a significant step forward for pregnant and postpartum workers. It ensures that workers are not forced to choose between earning a paycheck and nourishing their baby,
Under current federal law, lactation breaks are unpaid. Washington's new requirement for paid breaks positions the state at the forefront of lactation protections nationwide.
For moms juggling cluster feeds, clogged ducts, and conference calls with the reality of returning to work, this isn't a perk. It's a lifeline.
Related: 5 effective ways to talk to your boss about pumping rights at work
The federal PUMP Act mandates time and space to pump—but doesn't require companies to pay for that time. Many states don't exceed that baseline, and smaller employers may be exempt entirely.
To find out what your state offers, check the Center for WorkLife Law's lactation accommodation map. If your rights aren't being honored, you're not being 'difficult.' You're protected.
This law finally acknowledges what too many moms have had to whisper about in HR offices and bathroom stalls for decades: that postpartum needs are not optional. That the workplace wasn't designed for a new mother's body—but it could be.
It chips away at a culture that praises 'moms who make it work' while offering zero structural support to do so. While it is heroic to pump between Zooms in your minivan, it's exhausting.
For moms still feeling stuck in outdated expectations and unsupported work environments, this law signals a shift. Not fast enough. Not everywhere. But real.
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