New York Laws
Article 7 - General Provisions
206-C - Right of Nursing Employees to Express Breast Milk.

(b) If the sole purpose or function of such room or other location is
not dedicated for use by employees to express breast milk, such room or
other location shall be made available to such an employee when needed
and shall not be used for any other purpose or function while in use by
such employee. Employers shall provide notice to all employees as soon
as practicable when such room or other location has been designated for
use by employees to express breast milk.
(c) Where compliance with the requirements of paragraphs (a) or (b) of
this subdivision is impracticable because it would impose an undue
hardship on the employer by causing significant difficulty or expense
when considered in relation to the size, financial resources, nature, or
structure of the employer's business, such employer shall make
reasonable efforts to provide a room or other location, other than a
restroom or toilet stall, that is in close proximity to the work area
where an employee can express breast milk in privacy. Provided, however,
nothing in this subdivision shall otherwise exempt an employer from the
requirements of subdivision one of this section.
(d) If the workplace has access to refrigeration, the employer shall
extend such access to refrigeration for the purposes of storing the
expressed milk.
3. The commissioner shall develop and implement a written policy
regarding the rights of nursing employees to express breast milk in the
workplace pursuant to the provisions of this section. Employers shall
provide such written policy to each employee upon hire and annually
thereafter, and to employees upon returning to work following the birth
of a child. Such policy shall:
(a) Inform employees of their rights pursuant to this section;
(b) Specify the means by which a request may be submitted to the
employer for a room or other location for use by employees to express
breast milk; and
(c) Require the employer to respond to such request within a
reasonable timeframe, but not to exceed five business days.
4. No employer or their agent, or the officer or agent of any
corporation, partnership, or limited liability company, or any other
person, shall discharge, threaten, penalize, or in any other manner
discriminate or retaliate against any employee because such employee has
exercised their rights afforded under this section.

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