Federal Law Reference for Women's Rights
Federal law establishes minimum standards for job-protected leave related to family and medical needs. The Department of Labor administers the primary federal leave statute.
WORKPLACE LEAVE & FAMILY POLICY
Family and Medical Leave Act of 1993 (FMLA)
29 U.S.C. § 2601 et seq.
Entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, including the birth or adoption of a child, a serious health condition of the employee or a close family member, or qualifying military exigencies. Employers must maintain group health benefits during leave.
Nursing Mothers / PUMP for Nursing Mothers Act (2022)
Pub. L. 117-328, amending 29 U.S.C. § 207(r)
Requires employers to provide reasonable break time and a private space (not a bathroom) for nursing employees to express breast milk for up to one year after a child's birth. The 2022 PUMP Act expanded coverage to salaried and exempt employees previously excluded under the 2010 provision.
Federal Employees Paid Leave Act (2019)
Pub. L. 116-92, 5 U.S.C. § 6382
Provides up to 12 weeks of paid parental leave to federal civilian employees following the birth, adoption, or foster placement of a child. Applies to federal government employees; does not apply to private-sector employees.
Retaliation Protections
29 U.S.C. § 2615 (FMLA)
The FMLA prohibits employers from interfering with, restraining, or denying the exercise of FMLA rights, and from retaliating against employees for taking protected leave or filing a complaint. Employees who believe their rights have been violated may file a complaint with the DOL Wage and Hour Division.