Massachusetts Breastfeeding Laws

Massachusetts is a breastfeeding-positive state. In addition to the federal FLSA’s PUMP Act that provides workplace lactation accommodation protections for all breastfeeding employees, Massachusetts laws provides extra levels of support.

We’ve awarded Massachusetts three drops on our scale.

MA Breastfeeding Laws: In Public

Mothers in Massachusetts have the right to breastfeed in any public place. Read the law: Mass. Gen. Laws Ann. ch. 111 § 221 (2008)

MA Breastfeeding Laws: At Work

The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but Massachusetts already has a strong workplace lactation accommodation law. The Massachusetts Pregnant Workers Fairness Act (2018) requires employers with six or more employees to provide all breastfeeding employees with reasonable break time and a space (other than a bathroom) to pump. In addition, the law stipulates that the lactation space must include electrical outlets, a table, and a place to sit. Read the law: Chapter 54 of the Acts of 2017

MA Breastfeeding Information + Resources

Breastfeeding mothers are exempt from indecent exposure laws in Massachusetts.

The Massachusetts Breastfeeding Coalition provides support and advocacy for 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).