Georgia Breastfeeding Laws
Mothers in Georgia have the right to breastfeed in any public place they are allowed to be. Georgia’s workplace lactation accommodation legislation is equal to, but does not exceed, the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees.
We’ve awarded Georgia one drop on our scale.
GA Breastfeeding Laws: In Public
Mothers in Georgia have the right to breastfeed in public anywhere they have a right to be. Read the law: GA Code § 31-1-9 (2019)
GA Breastfeeding Laws: At Work
The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees in Georgia. Georgia state law already requires employers (excluding “the state and its political subdivisions”) with one or more employees to provide paid break time and a private space other than a bathroom for pumping to both salaried and hourly employees. As with the PUMP Act, however, GA law allows employers with 50 or fewer employees an exemption to comply with this legislation if the requirements “impose an undue hardship. Read the law: House Bill 1090
GA Breastfeeding Information + Resources
The Georgia Breastfeeding Coalition’s mission is “to improve and maintain the health of Georgia’s families by protecting, promoting and supporting 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).