Idaho Breastfeeding Laws
Until 2018 Idaho was the only state that didn’t support a mother’s right to breastfeed in public. Thanks to updated legislation, mothers in Idaho now have the right to breastfeed in any public or private place they’re allowed to be. The federal FLSA’s PUMP Act provides workplace lactation accommodation protections for all breastfeeding employees, but Idaho has no additional state-level lactation laws.
We’ve awarded Idaho one drop on our scale.
ID Breastfeeding Laws: In Public
Mothers in Idaho have the right to breastfeed in any public or private location. Read the law: HOUSE BILL NO. 448
ID Breastfeeding Laws: At Work
Unfortunately, Idaho doesn’t have any state legislation to protect and support breastfeeding employees in the workplace. But all breastfeeding employees in Idaho 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.
ID Breastfeeding Information + Resources
Breastfeeding mothers in Idaho are exempt from public indecency laws, as well as jury duty.
The Idaho Breastfeeding Coalition’s mission is to “to facilitate a community and statewide landscape that protects, supports and promotes 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).