Arizona Breastfeeding Laws
Mothers in Arizona 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 Arizona has no additional state-level lactation laws.
We’ve awarded Arizona one drop on our scale.
AZ Breastfeeding Laws: In Public
Mothers in Arizona have the right to breastfeed in any public place. Read the law: A.R.S. 41-1443
AZ Breastfeeding Laws: At Work
Unfortunately, Arizona doesn’t have any state legislation to support breastfeeding in the workplace. But all breastfeeding employees in Arizona are protected by the federal FLSA’s PUMP for Nursing Mothers Act. Under this federal mandate, breastfeeding employees are entitled to reasonable break time and a private space (other than a bathroom) to pump at work for one year.
AZ Breastfeeding Information + Resources
Arizona exempts breastfeeding from public indecency.
The Arizona Department of Health Services offers an “Infant at Work” program. ADHS employees may bring their babies ( between the ages of four weeks and six months) to work with them if they participate in the program. Read the policy: Infant at Work
The Arizona Breastfeeding Coalition provides resources to improve public health by supporting breastfeeding. Visit Arizona Breastfeeding Coalition. 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 are no state-level workplace breastfeeding laws 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).