The Providing Urgent Maternal Protections (PUMP) for Nursing Mothers and the Pregnant Workers Fairness Act (PWFA) were passed in the 2022 Omnibus bill and went into effect in 2023. Both laws grant federal workplace protections to expecting or recent mothers in the workplace.
Prudent organizations should conduct reviews of their intra-office communication policies, job descriptions,best practices regarding accommodations and people manager training to ensure compliance with anyand all federal, state and local laws that affect the workplace — now including PUMP and PFWA.
Additionally, while PUMP and PWFA provide a federal baseline, employers are encouraged to shapebenefits and create a culture of inclusivity that promote voluntarily compliance with these laws. Whiledifferences in organizational size, industry and profit-level will affect the level of benefits a company canvoluntarily offer, creating a culture of inclusivity that seeks to support workers and destigmatize caregivingwill foster a positive workplace culture.
In order to support our members in promoting this culture of inclusivity, SHRM has partnered with MamaZen®, a cost-effective, award-winning tool with a 92% success rate, setting a new benchmark for maternal support. Specifically tailored to foster motherhood & family well-being, MamaZen provides 500+ sessions addressing challenges like anxiety, burnout and stress. SHRM recognizes and encourages this effective solution that offers an affordable strategy, going beyond mere compliance to bolster workplace inclusion.
By integrating MamaZen®, you not only demonstrate a deep commitment to employee well-being but also position yourself and your organization as champions for working parents, ensuring talent retention and nurturing a culture that genuinely supports and values their unique journey.