Would a nursing mother have a case if her rather large employer refuses to provide her with a sanitary and locked place to pump?

Dear Anonymous,   The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964.  Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII.  Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees who are similar in their ability or inability to work. The Affordable Care Act, P.L. 111-148 § 4207, amended section 7 of the Fair Labor Standards Act (FLSA), 29 U.S.C. § 207(r), to require employers to provide nursing mothers with reasonable break time and a private space for expressing breast milk while at work. The new law reflects the reality that in today’s workforce, many women are combining caregiving responsibilities with work. The nursing mothers law will enable many of these women to continue breastfeeding their child after they return to work by ensuring that they have break time and a space for expressing milk while at work.The nursing mother break time requirement became part of the FLSA when the Affordable Care Act was signed into law in March 2010.  If your employer is not complying with these laws, you should file a Charge of Discrimination with the United States Equal Employment Opportunity Commission (EEOC) which is the Federal agency that investigates and enforces compliance with these laws. If you have additional questions, you should contact an experienced employment attorney to discuss your rights. Best, Chip