The Law on the Promotion and Protection of Breastfeeding, Law 21(I)/2018, has been recently amended to introduce a statutory obligation for the creation of rooms for breastfeeding, milk expression, and safe storage of breast milk in workplaces, as well as the provision of such facilities in certain public spaces.
This legislative change strengthens the rights of working mothers, promotes infant care, and ensures that employers comply with updated labour law obligations. Non-compliance may result in administrative penalties, making timely action essential.
Key Workplace Requirements for Employers
Under the amended framework, any employer operating in premises of more than 50 square metres (50m2) must either:
- Create a dedicated room for breastfeeding, milk expression, and safe storage; or
- Provide a temporary, but fully compliant space that meets prescribed hygiene and privacy standards.
Where several businesses share the same building or complex, a common breastfeeding area may be arranged, provided it adheres to all legal specifications.
Provisions for Breastfeeding Employees
- Facilities must be ready for use as soon as a new employee starts work or immediately upon a mother’s return from maternity leave.
- The use of the breastfeeding space is at the discretion of the employee and should be adapted to her needs.
- Working mothers are entitled to a reduction of one (1) working hour per day for up to twelve (12) months following childbirth to facilitate breastfeeding or childcare.
Information and Signage Duties
- Employers are obliged to inform staff about the availability and exact location of breastfeeding facilities during onboarding or upon a mother’s return to work.
- Public establishments must display visible and clear signage identifying breastfeeding-friendly areas.
Practical Steps Towards Compliance
Employers should assess their existing workplace infrastructure, adapt HR policies, and inform personnel to ensure alignment with the new legal requirements. Establishing these facilities not only ensures compliance but also contributes to a more inclusive and supportive work environment.
Conclusion
The recent amendment to the Law 21(I)/2018, represents a notable development in Cyprus employment legislation, imposing specific obligations on employers in relation to breastfeeding facilities. Businesses should undertake an immediate review of their premises and internal policies to ensure full compliance with the statutory requirements. Failure to do so may result in enforcement measures and administrative sanctions under the applicable law.
For inquiries or legal assistance, please do not hesitate to contact us at info@kpklegal.com.
Disclaimer: This article is provided for informational purposes only and does not constitute legal advice. Readers are advised to consult with legal professionals for advice specific to their individual circumstances.