Victory! After moms across the country expressed outrage that breast pumps and supplies weren't tax deductible, but items like artificial turf were, on Thursday the Internal Revenue Service (IRS) reversed their decision! [1] Breast pumps are now a tax-deductible expense. Thanks go to the tens of thousands of MomsRising members who made their voices heard on this issue!

Let's keep the momentum going to help all current (and future) nursing mothers in the workplace.

What can you do now?  Share any experiences--or ideas--you have about how employers can bestsupport nursing mothers in the workplace: http://action.momsrising.org/survey/DOLcomments/

Why share? Your comments and ideas are needed to help the U.S. Department of Labor develop the workplace rules related to the new "Break Time for Nursing Mothers" law. The law, which was included as part of the Affordable Care Act passed last March, requires employers to provide reasonable break times and a private, non-bathroom place for nursing mothers to express breast milk during the workday, for one year after the child’s birth.[2] The U.S. Department of Labor is eager to hear from current or former breastfeeding employees, employers, and breastfeeding advocates about what nursing mothers need to make this law work. We will be forwarding all of the comments we collect to the Department of Labor for their consideration before their Request for Information ends on February 22nd.

It's important to keep up the momentum because times have changed, the majority of moms are in the labor force these days, and most families need two paychecks to make ends meet and support their children, yet our public policies aren't updated with our changed times yet.[3] It's critical that moms are able to continue breastfeeding after they go back to work because every major medical authority, including the American Academy of Pediatrics, recommends breastfeeding exclusively for the first six months and support for breastfeeding for the first year and beyond, yet too few women have been able to do so.[4]

Medical professionals recommend infants get breast milk based on the overwhelming evidence that it provides health benefits to both mother and child. Children who are breastfed have decreased risk of infections, diarrhea, sudden infant death syndrome, obesity, type 1 and 2 diabetes, asthma, and childhood leukemia. Women who breastfeed have a reduced risk of breast cancer, ovarian cancer, type 2 diabetes, and postpartum depression. [5]

In the long run, giving mothers the ability to continue breastfeeding after they return to work saves money, protects kids, and helps businesses. A study published last year in the journal Pediatrics estimated that the nation would save $13 billion per year in health care and other costs if 90 percent of U.S. babies were exclusively breastfed for six months. Additionally, by providing accommodations for nursing mothers, employers can reduce their company’s health care costs and lower their absenteeism and turnover rates.[6]

Support current (and future) nursing mothers in the workplace by sharing your experiences and ideas now: http://action.momsrising.org/survey/DOLcomments/

Congratulations on your tremendous victory getting the IRS to change policy!  The IRS isn’t known for changing its mind, but this time – in the face of overwhelming evidence and public support – it did.  Let's keep up this momentum and help the U.S. Department of Labor shape their rules to help all nursing moms in the workplace.

Together, we're a powerful voice for women and families.

[1] Washington Post, February 10, 2011.
[2] Department of Labor Fact Sheet
[3] Bureau of Labor Statistics Fact Sheet, May 2010.
[4] American Academy of Pediatrics Policy Statement, February 2005.
[5] Agency for Healthcare Research & Quality Fact Sheet, April 2007.
[6] Pediatrics, April 2010.