NYC Employers: New Lactation Policy Posting Requirement Takes Effect May 2025

If you have employees in New York City, take note—starting May 11, 2025, employers will be required to physically and electronically post their written lactation accommodation policy in a location accessible to employees.

This update comes from Local Law 109, which amends the New York City Human Rights Law to strengthen lactation accommodation requirements.

What’s Changing?

🔹 Expanded Posting Requirement:
Employers must now conspicuously post their lactation accommodation policy both physically at the workplace and electronically on the company intranet (if one exists).

🔹 Immediate Distribution Upon Hire:
Previously, the written policy had to be given to employees “upon hire.” The law now requires distribution “at the commencement of employment.”

🔹 Paid Lactation Breaks:
NYC’s lactation policy must now reflect New York State’s recent update requiring that the first 30 minutes of each lactation break be paid. Employees must also be allowed to use their existing paid break or meal time for additional lactation needs beyond 30 minutes.

What Employers Need to Do

✅ Review & Update Your Lactation Policy – Ensure it meets NYC’s new requirements.
✅ Post the Policy in a Visible Location – Make it readily available to all employees.
✅ Upload the Policy to Your Intranet – If you have an internal digital system, it must be posted there too.
✅ Ensure New Hires Receive It Immediately – Update your onboarding process to provide the policy at the start of employment.

This law reinforces NYC’s commitment to supporting working parents—and compliance is key to avoiding legal risks.

Are You Up to Date with NYC’s Changing HR Laws?

With evolving employment regulations, you don’t know what you don’t know! Our HR MRI Assessment® helps businesses identify hidden compliance gaps, HR risks, and policy updates—keeping you ahead of the curve.

Make sure your workplace is compliant. Message us to learn more about the HR MRI Assessment®!