Colorado Breastfeeding Laws
Mothers in Colorado have the right to breastfeed in any public or private place they’re legally allowed to be. In addition to the federal FLSA’s PUMP Act that provides workplace lactation accommodation protections for all breastfeeding employees, Colorado laws provide an extra level of support.
We’ve awarded Colorado two drops on our scale.
CO Breastfeeding Laws: In Public
Mothers in Colorado have the right to breastfeed in any public or private place they’re legally allowed to be. Read the law: Colo. Rev. Stat. § 25-6-301 and § 25-6-302 (2004)
CO Breastfeeding Laws: At Work
The federal FLSA’s PUMP for Nursing Mothers Act provides lactation accommodation protections for breastfeeding employees, but Colorado state law is even stronger—all public and private employers in Colorado must provide break time and a private space to pump for all breastfeeding employees for up to two years after a child’s birth (one year longer than the PUMP Act). Read the law: 2008 Colo., Sess. Laws, Chap. 106, HB 1276
CO Breastfeeding Information + Resources
Breastfeeding mothers in Colorado are exempt from jury duty for up to two years if they obtain an official medical statement.
The Colorado Breastfeeding Coalition, founded in 1990, is a volunteer organization with a mission to 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 [email protected].
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).