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New Amended Lactation Accommodation Policy in New York City

February 11, 2025

Since 2019, New York City law has stated that employers are required to implement and distribute to all employees upon hire a written lactation accommodation policy which includes the right to request a lactation room.


Amendments to this law have been made and will go into effect on May 11, 2025. The changes include:

  • New Posting Requirements- Employers must make the policy “readily available” by physically posting the policy in an area accessible to employees and available electronically in the employer’s intranet if existing.
  • Policy Revisions- Employers must include a statement that the employer will provide 30 minutes of paid break time and shall further permit an employee to use existing break time or mealtime if exceeding 30 minutes. This is in accordance with the newly enacted paid lactation break law.
  • New Distribution Requirement- Requirement changes wording from “upon hire” to “at the commencement of employment” clarifying that employers are not required to provide the policy to employees before their first day of work.


Employer Takeaways:

  • Prepare to comply with updating physical and electronic posting requirements
  • Revise lactation room accommodation policies to include required language
  • Review existing breaktime policies to ensure compliance with paid lactation break requirements


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Royal was Proud to Sponsor the 2025 BusinessWest Difference Makers Event!

April 10, 2025
Though the Difference Makers event has come to a close, let's continue to shine a light on the transformative power of giving back to our community! Every year, The Royal Law Firm is humbled to be a part of this incredible event that spotlights the brightest stars in our community. We can't wait to celebrate the 2026 Difference Makers and the boundless impact they'll have!

Appellate Court Affirms ADA Right to Accommodation

April 9, 2025
The United States District Court for the Northern District of New York issued an order granting summary judgment in favor of the Defendant, a school district, in a claim brought pursuant to the Americans with Disabilities Act (ADA). The Court agreed that the Plaintiff, a teacher, did not qualify for accommodation under the ADA because she could perform her job fully without the accommodation. It was agreed upon that her job functions could be performed but under “great duress and harm.” The Plaintiff appealed this decision to the United States Court of Appeals for the Second Circuit. The Court disagreed with the USDC NY decision, stating that “an employee may qualify for a reasonable accommodation even if she can perform the essential functions of her job without the accommodation.” For Employers This ruling reminds us that the crux of the ADA is if the accommodation is reasonable, aimed at mitigating disability related limitations, and does not place an undue burden on the employer, the employer is expected to fulfill that accommodation. Every request for accommodation should be looked at on a case-by-case basis. A broad metric should not be how a business decides if it should allow any requests for ADA accommodation(s). The attorneys at The Royal Law Firm are dedicated to helping employers navigate ADA accommodations and interpretations in their day-to-day practice and handbooks. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
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