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New York Releases Model Lactation Policy

26 Jun

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Update Applicable to:

All employers in the state of New York

What happened?

The NYSDOL has released the long-awaited model policy, which notes that it must be provided in writing to employees at hire and annually thereafter.

What are the details?

Employers are also required to provide the policy to employees who return to work following the birth of a child. While employers can include additional accommodations to fit the needs of the workplace, they must implement the minimum standards set forth in the model policy.

See Vensure’s two previous communications for more details here: December 2022, May 2023

For more information, please see the links below:

Model Lactation Policy

Fact Sheet for Employers

Fact Sheet for Employees

Article 1, Article 2

What do employers need to do?

Employers in New York will likely want to adopt the state’s model policy as soon as possible, and review the spaces, if any, they provide for employees who need to express breast milk, considering the requirements in the new law. 

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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