Hawaii Breastfeeding Laws
Mothers in Hawaii have the right to breastfeed any place they have a right to be. Hawaii’s workplace lactation accommodation legislation is equal to, but does not exceed, the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees
We’ve awarded Hawaii one drop on our scale.
HI Breastfeeding Laws: In Public
Mothers in Hawaii have the right to breastfeed in public. Read the law: Hawaii Rev. Stat. § 489.21
HI Breastfeeding Laws: At Work
The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but Hawaii law predates it (yet does not exceed it). Employers in Hawaii with more than 50 employees are required to support breastfeeding employees by providing break time and a clean space (other than a bathroom) to pump at work. Read the law: HB 2774, Hawaii Rev. Stat. § 378-2 (SB 532)
HI Breastfeeding Information + Resources
Breastfeeding mothers are exempt from jury duty.
Breastfeeding Hawaii is a state-wide organization with a mission to “protect, promote and support breastfeeding through the education of and collaboration with professionals involved in maternal-child health, and serve as a community breastfeeding advocate.” 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: State does not have any workplace lactation legislation that exceeds 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).