Kansas Breastfeeding Laws
Mothers in Kansas have the right to breastfeed in any public or private location they are legally allowed to be. The federal FLSA’s PUMP Act provides workplace lactation accommodation protections for all breastfeeding employees, but Kansas has no additional state-level lactation laws.
We’ve awarded Kansas one drop on our scale.
KS Breastfeeding Laws: In Public
Mothers in Kansas have the right to breastfeed in public. Read the law: Kan. Stat. Ann. § 65-1,248
KS Breastfeeding Laws: At Work
Unfortunately, Kansas doesn’t have any legislation supporting breastfeeding in the workplace. But all breastfeeding employees in Kansas 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.
KS Breastfeeding Information + Resources
Breastfeeding mothers are exempt from jury duty upon request.
The Kansas Breastfeeding Coalition’s mission is to “improve the health and well-being of Kansans by working collaboratively to promote, protect and support breastfeeding.” 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).