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SB 1030 Connecticut Senate · 2025 Regular Session

AN ACT CONCERNING BREASTFEEDING IN THE WORKPLACE.

SB 1030 requires employers to provide reasonable break time for employees to express breast milk or breastfeed at work each time needed, and to create a private, accessible space near work areas with refrigeration and electrical outlets. It applies to all employers (including state agencies) with employees, directly affecting nursing parents who need to pump or breastfeed during work hours. The bill updates Connecticut’s law to align with federal standards by making these accommodations mandatory (replacing the previous optional language) and prohibits discrimination against employees using these rights. The changes take effect October 1, 2025.
Issues: ✓ HealthcareSupports HealthcareMandates workplace accommodations for breastfeeding, supporting maternal/infant health access aligning with public health standards and expanding employee health protections.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates employer accommodations for nursing parents, protecting workers' rights and aligning with federal standards for workplace safety and family support.95% confidence
Bill status in committee 1 of 4 stages cleared
Introduction
Jan 2025
Committee Review
Floor Vote
Governor
Introduced Jan 22, 2025 Last action Mar 27, 2025
Maddy AI version diff · 1 comparison

What changed between versions

Proposed Bill → Committee Bill · 6 edits
MODERATE
The bill was renumbered from a proposed version to a committee version with a new LCO number. The core policy text was substantially rewritten to replace a simple amendment with a complete statutory section that repeals the old version. The new language expands employer obligations by explicitly requiring reasonable break times for breastfeeding, mandating private rooms with specific amenities (refrigeration and electrical outlets), and adding protections against discrimination. The effective date was set for October 1, 2025.
Scope change
The bill's scope was expanded from a simple amendment to a comprehensive statutory section that includes detailed definitions of employer and employee, specific requirements for break accommodations, and anti-discrimination provisions.
REQUIREMENT

Changed from allowing reasonable breaks to explicitly requiring employers to provide reasonable break time for expressing breast milk or breastfeeding.

Added specific requirements for private rooms that must be free from intrusion, shielded from public, include refrigeration or cold storage, and have electrical outlet access.

DEFINITION

Added formal definitions for employer, employee, reasonable efforts, and undue hardship to clarify application of the law.

ENFORCEMENT

Added explicit prohibition against discrimination, discipline, or adverse employment actions against employees exercising breastfeeding rights.

TIMELINE

Set a specific effective date of October 1, 2025 for the new provisions.

TECHNICAL

Removed the original amendment format and replaced with complete statutory text including statement of purpose and effective date section.

Floor votes

How they voted

No floor votes recorded yet.
Full legislative history

Actions timeline

Total actions
12
Key actions
2
Committee
4
Mar 13, 2025
Upper · Passed
Joint Favorable
upper
Feb 20, 2025
Committee
REF. TO JOINT COMM. ON Labor and Public Employees
upper
Feb 19, 2025
Upper · Passed
DRAFTED BY COMMITTEE
upper
Jan 22, 2025
Committee
REF. TO JOINT COMM. ON Labor and Public Employees
upper
0 primary · 0 co-sponsors

Sponsors

No sponsor information available.