Despite the rights granted by the Family Medical Act and the Equal Pay Act, there is so much more companies can do to make it better for working mothers.
The Family Leave Act allows employees to take 12 weeks of unpaid leave, but it only applies to companies with 50 or more employees, and only those who have worked at the company for a year can take an advantage of the benefits. President Trump has spoken about a proposal for a better paid leave program for women, but this proposal could hinder women in the long-run by encouraging sexist stereotypes in the workplace.
Fortunately, employers do not have to solely rely on Congress to pass the Family and Medical Insurance Leave Act and dictate what benefits their workers get. Companies can choose to offer better paid leave for both mothers and fathers.
Another way to help working mothers would be supporting them while they are breastfeeding. The Break Time for Working Mothers Law and the Pregnancy Discrimination Act cover some workers, but not all women are granted the right to a reasonable breaktime for workers to express breast milk in a practical location that is not a bathroom and where they can have privacy from other coworkers.
Finally, employers must implement transparent pay policies in order to ensure equal pay among men and women in the workplace. According to the National Labor Relations Board, it is unlawful for a company to practice policies which prevent employees from disclosing their pay. Therefore, it is to a company’s advantage to compensate men and women equally.
To read more about how to improve working conditions for working mothers, please read this article by Tom Spiggle, founder of the Spiggle Law Firm.