Washington D.C. Breastfeeding Laws

Mothers in Washington D.C. have the right to breastfeed in any public location, as long as they are legally allowed to be there. While D.C. 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 Washington D.C. one drop on our scale.

Washington D.C. Breastfeeding Laws: In Public

Mothers have the right to breastfeed in public anywhere they’re legally allowed to be. Read the law: D.C. Code Ann. § 2-1402.81

Washington D.C. Breastfeeding Laws: At Work

All breastfeeding employees in D.C. 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 D.C. law also requires employers to support breastfeeding employees by providing break time and a space (other than a bathroom) to pump at work. Read the law: 2007 D.C. Stat., Chap. 17-58; B 133

Washington D.C. Breastfeeding Information + Resources

Breastfeeding mothers in D.C. are exempt from public indecency laws.

Visit U.S. Breastfeeding Committee for a 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).