North Carolina Breastfeeding Laws

In North Carolina, mothers 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 North Carolina has no additional state-level lactation laws.

We’ve awarded North Carolina one drop on our scale.

NC Breastfeeding Laws: In Public

Mothers in North Carolina have the right to breastfeed in public. Read the law:  N.C. Gen. Stat. § 14-190.9 (1993)

NC Breastfeeding Laws: At Work

All breastfeeding employees are protected by the federal FLSA’s PUMP for Nursing Mothers Act and entitled to reasonable break time and a private space (other than a bathroom) to pump at work for one year. North Carolina does not have any state-level workplace lactation accommodation laws.

NC Breastfeeding Information + Resources

In North Carolina, breastfeeding mothers are exempt from indecent exposure laws.

North Carolina offers a free resource toolkit to help breastfeeding mothers return to work.

The North Carolina Breastfeeding Coalition’s mission is “[t]o facilitate collaborative community work through education and advocacy that creates an environment of genuine breastfeeding support for all families.” Visit here. 

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).