Employers in the food service industry have many options for flexible and shared lactation space. Flexible scheduling is also a unique option for many restaurants and food service establishments. Many restaurants are required by the Fair Labor Standards Act (FLSA) to provide reasonable break time and a private lactation space that is not a bathroom for non-exempt breastfeeding employees. The Break Time for Nursing Mothers FLSA requirement can be seen on the FLSA minimum wage poster (PDF, 147 KB) or notice that must be posted in worksites covered by FLSA.

• Time. Restaurants and food service establishments can work with an employee who is breastfeeding to schedule lactation breaks during times outside of the rush period. If a lactation break is necessary during the rush, a manager or shift leader can fill in for the employee. Some businesses might allow the employee to go home to breastfeed in between busy times or during a double shift. Flexibility on the part of both employer and employee is necessary when a mother is breastfeeding. Supervisors should be aware of the need for lactation breaks if there is unscheduled overtime or extended duty hours.
• Space. Food service establishments often use a manager’s office or storage areas as temporary and flexible lactation space. Portable divider screens create privacy in these shared or common areas. Lactation space must not be in public areas of the restaurant. When building or renovating for a new restaurant, businesses may construct a permanent, dedicated lactation room or a women’s lounge that can be used by employees and customers. Individuals using a women’s lounge may want privacy for pumping, so portable screens can be useful. Lactation space must not be in a bathroom. Learn more about what employers need to know about the Break Time for Nursing Mothers law.

Employers in the hotel and accommodation (or hospitality) industry have many options for flexible lactation space. Many businesses are required by FLSA to provide non-exempt breastfeeding employees with reasonable break time and a private lactation space that is not a bathroom. The Break Time for Nursing Mothers FLSA requirement can be seen on the FLSA minimum wage poster (PDF, 147 KB) or notice that must be posted in worksites covered by FLSA.

• Time. Hotels and others in the hospitality industry can work with an employee who is breastfeeding to schedule lactation breaks during times that are not busy. If a lactation break is necessary during the rush, a manager or shift leader can fill in for the employee. Many women use standard breaks and meal periods to pump or express milk. Supervisors should be aware of the need for lactation breaks if there is unscheduled overtime or extended duty hours.
• Space. Hotels are in the business of providing space and often have an empty room that can be used by employees who are nursing mothers. Scheduling and communication between the employee and management are key to making this situation successful. If an empty guest room is not available, some hotels temporarily use a manager’s office or storage area for lactation space. Portable screens can provide privacy in a shared area. Employee locker rooms or changing areas can be partitioned for breastfeeding mothers. Lactation space must not be in a bathroom.

Learn more about what employers need to know about the Break Time for Nursing Mothers law.

1. U.S. Department of Agriculture Economic Research Service. (2017). Market Segments.
2. U.S. Department of Commerce. (2018). The Travel, Tourism and Hospitality Industry in the United States.
3. U.S. Department of Labor, Bureau of Labor Statistics. (2018). Labor Force Statistics from the Current Population Survey, Table 11: Employed persons by detailed occupation, sex, race, and Hispanic or Latino ethnicity.