Rhode Island Breastfeeding Laws

Mothers in Rhode Island have the right to breastfeed in any public location, as long as they are legally allowed to be there. While Rhode Island does have workplace lactation accommodation legislation, it’s equal to the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees.

We’ve awarded Rhode Island 1 drop on our scale.

RI Breastfeeding Laws: In Public

Rhode Island state law protects a mother’s right to breastfeed in public. Read the law: R.I. Gen. Laws § 23-13.5-1 and § 23-13.5-2 (2008)

RI 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. But Rhode Island also has a workplace lactation accommodation law. All employers in Rhode Island are required to support their breastfeeding employees by providing reasonable break time and a private space (other than a bathroom) to pump at work. Read the law: R.I. Gen. Laws § 23-13.2-1

RI Breastfeeding Information + Resources

Rhode Island exempts breastfeeding from public indecency laws.

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).