The lactation research is verified for the federal PUMP Act floor, the PWFA overlay, current paid-break states, Washington's 2027 paid-break rule, Connecticut's narrower pay rule, and the state-table rows that materially change an employer's obligations.
The employer-facing takeaway is current: the federal rule gives covered nursing employees reasonable break time and a private non-bathroom place for one year after birth. Pay depends on federal compensability triggers and state law. New York, Minnesota, Illinois, and Georgia currently require regular-rate paid lactation breaks; Washington adds paid break time and paid travel time on January 1, 2027; Connecticut requires pay when the lactation break runs during otherwise paid break time.
1 claim
Covered employees get reasonable break time and a private non-bathroom place for one year after birth
The research accurately separates the time requirement from the place requirement and correctly limits the 10-day cure period to place violations.
1 claim
Pump breaks are federally unpaid by default but become paid under federal triggers or state law
The research correctly lists not completely relieved from duty, short-break treatment, paid-break overlap, and state-law paid-break mandates.
1 claim
NY, MN, IL, and GA are current regular-rate paid-break states; WA begins in 2027; CT is narrower
Washington is separately verified against https://app.leg.wa.gov/RCW/default.aspx?cite=49.92.020. Connecticut is separately verified as paid only when concurrent with paid break time.
1 claim
PWFA may require lactation-related accommodations beyond the PUMP Act floor
The research accurately explains that PWFA is a separate EEOC-enforced accommodation layer and can reach sink, running water, refrigeration, and nursing during work.
1 claim
The state table uses primary or issuing-authority support for material non-federal rows
Rows that operate through pregnancy-accommodation frameworks are labeled as accommodation-based rather than as standalone paid-break statutes.
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