Is your business reasonably accommodating the needs of its new and expectant mothers?  Unless a line of pregnant tummies has recently paraded through your workplace, you may not be aware of changed legislation affecting your business’ responsibility to this special group of workers.  New laws took effect last year, as part of the health-care reform under the Patient Protection and Affordable Care Act, which afford new rights to new moms in the workplace.  Unless your business has fewer than 50 employees and can prove undue hardship, chances are you’re required to comply with these legal changes.

One revision to the Fair Labor Standards Act requires employers to provide unpaid, “reasonable break time” to allow new moms to pump breast milk.  This break time must be taken in an employer-provided area, other than a restroom, that is “shielded from view and free from intrusion.”  (Note that the law does not allow for a new mother to bring her nursing child to work.)  This provision covers all workers subject to overtime-pay requirements and lasts up to one year after the baby is born.  The provision also provides reasonable workplace policies beyond maternity leave to help new mothers balance career and family.

These latest measures may go a long way toward retaining working mothers in the workforce—an issue that has previously proven challenging.  According to recent U.S. Census Bureau figures, 3 in 10 working women who became pregnant quit their jobs before giving birth.  Of the women who returned to work after maternity leave, 22 percent left their jobs in the first year after giving birth.  What causes this phenomenon, and how can top talent be retained?

In the months after birth, new moms are often forced to make difficult decisions between their careers and their babies.  Many new mothers would like to stay home longer, but they either can’t afford to take more time off or aren’t permitted to by their employers.  Creating mom-friendly HR policies is a sure way to increase employee morale and retention after maternity leave.  Companies that offer family-friendly benefits to new mothers, such as on-site child care, an optional extended leave of absence, and flexible scheduling, including telecommuting and job-sharing, have met success retaining new moms.  Could similar policies be the right choice for your business?

If your business needs a hand retaining top talent and complying with new laws, YES! Your Human Resources Solution can help.  Our team always stays on top of current employment legislation, and we will review your policies and practices for compliance.  We can also suggest the most effective HR strategies for your employees’ and your business’ needs, whether it’s offering more time off for new mothers, or determining if the money spent on employee benefits and recognition programs is appropriate and appreciated.  Are you ready to say YES! to improved employee morale and retention?  Then give us a call today!  We’re Orange County’s premier HR consulting firm, backed by 20 years of experience helping clients just like you.  Visit our website for more information or to contact us for a free consultation.