Belarus Suffered Milk Poisoning Over an Entire Month
In an unexpected turn of events, the enterprise in question is now under the supervision of trade unions following the employer's violation of regulations regarding milk provision for employees working under harmful conditions.
The employer's actions were found to be in contravention of established laws, as they provided a large volume of milk to an employee all at once, instead of as needed throughout the workday. This approach, it seems, does not align with recent laws requiring accommodations for nursing mothers, such as Illinois's new law effective January 1, 2026, and federal standards under the FLSA.
The Illinois law mandates that employers provide paid breaks each time a nursing employee needs to express milk for one year after childbirth, prohibiting employers from requiring paid leave usage during these breaks or reducing compensation. This ensures breaks are given as needed throughout the day, providing flexibility in timing rather than a single distribution or break time.
Similarly, the FLSA requires employers to provide reasonable break time to express breast milk for one year after the child’s birth, without stipulating the entire amount be given at one time, implying breaks should be provided as needed during the workday. Other jurisdictions with lactation accommodation laws also emphasize this approach, ensuring working mothers’ needs are met appropriately rather than via a single lump-sum provision.
This focus on employee health and comfort is based on the understanding that milk expression is required multiple times daily for infant feeding and maternal health, especially in harmful or hazardous work environments.
The employer, after acknowledging the mistake, has committed to correcting the error by providing milk daily, not all at once. The employee, who hails from the Brest region, had initially received 11 liters of milk at once, a volume that raised concerns about health impacts. However, no new information about the employee's health concerns or storage issues was provided in this context.
Trade union specialists have been on-site investigating the situation, but no new information about their findings was disclosed. The employer is expected to comply with the regulations moving forward. It is hoped that this incident serves as a reminder to all employers about the importance of adhering to regulations and providing necessary accommodations for their employees.
[1] Illinois Lactation Accommodation Law: https://www.illinois.gov/dol/newsroom/Documents/Lactation%20Accommodation%20Fact%20Sheet.pdf [2] FLSA Lactation Accommodation: https://www.dol.gov/agencies/whd/nursing-mothers [3] Puerto Rico Lactation Code: https://www.prlegis.gov/documents/2020/33/144/33144.pdf [4] U.S. Department of Labor, Wage and Hour Division: https://www.dol.gov/agencies/whd/nursing-mothers [5] Illinois Department of Labor: https://www.illinois.gov/idol/laws/Pages/Lactation-Accommodation-Law.aspx
In the interest of promoting workplace-wellness and health-and-wellness, the employer has agreed to distribute milk daily, rather than all at once, in accordance with regulations such as the Illinois Lactation Accommodation Law and federal standards under the FLSA, which emphasize the need for accommodations as required throughout the workday, not just as a single lump-sum provision. This adjustment is expected to address concerns about the health-and-wellness of nursing mothers in the workplace, given the significance of milk expression for infant feeding and maternal health, particularly in harmful or hazardous work environments.
