Alabama Breastfeeding Laws
Mothers in Alabama have the right to breastfeed in any public location, as long as they are legally allowed to be there. The federal FLSA’s PUMP Act provides workplace lactation accommodation protections for all breastfeeding employees, but Alabama has no additional state-level lactation laws.
We’ve awarded Alabama one drop on our scale.
AL Breastfeeding Laws: In Public
Mothers in Alabama have the right to breastfeed in any public or private location. Read the law: Ala. Code § 22-1-13 (page 74)
AL Breastfeeding Laws: At Work
Unfortunately, Alabama doesn’t have any additional state legislation to protect and support breastfeeding in the workplace. But all breastfeeding employees in Alabama are protected by the federal FLSA’s PUMP for Nursing Mothers Act. Under this federal mandate, employers must provide all breastfeeding employees with reasonable break time and a private lactation space (other than a bathroom) to pump at work for one year.
AL Breastfeeding Information + Resources
The Alabama Breastfeeding Coalition (ABC) provides breastfeeding resources and information about Baby Friendly hospitals in the state. Visit U.S. Breastfeeding Committee for a full list of state breastfeeding coalitions.
Mamava designs solutions to empower breastfeeding and pumping parents on the go, like our freestanding lactation pods and lactation space locator app.
Laws are constantly evolving—which is a good thing! So if we’ve missed something, contact us at hello@mamava.com.
Disclaimer: Please consult a professional for legal advice. Mamava’s information on breastfeeding laws is not a substitute for legal counsel.
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Mamava’s Breastfeeding Law Rating Key
One drop:
There is no state-level workplace lactation legislation beyond the PUMP Act.
Two drops: State law exceeds the PUMP Act in one of the following ways: 1) Lower threshold for employer exemption); 2) Workplace protections beyond one year; 3) Requirements for lactation spaces (e.g. electrical outlets); 4) Protections for specific populations other than employees (e.g. students).
Three drops: State law exceeds the PUMP Act in at least two of the following ways: 1) Lower threshold for employer exemption); 2) workplace protections beyond one year; 3) requirements for lactation spaces (e.g. electrical outlets); 4) protections for specific populations other than employees (e.g. students).