West Virginia Breastfeeding Laws
In West Virginia, 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 West Virginia has no additional state-level lactation laws.
We’ve awarded West Virginia one drop on our scale.
WV Breastfeeding Laws: In Public
West Virginia state law protects a mother’s right to breastfeed in public. Read the law: 2014 W.Va. Acts, Chap. 72014 W.Va. Acts, Chap. 73
WV Breastfeeding Laws: At Work
Unfortunately, West Virginia doesn’t have any state legislation to protect and support breastfeeding in the workplace. But all breastfeeding employees in West Virginia 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.
WV Breastfeeding Information + Resources
The West Virginia Breastfeeding Alliance’s mission is to “improve the health of West Virginians by working collaboratively to protect, promote, and educate our community about breastfeeding.” 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.
We'd Love to Help You Further
Employers and Facilities
Breastfeeding People
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).