Iowa Breastfeeding Laws
Mothers have the right to breastfeed in any public or private location in Iowa, 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 Iowa has no additional state-level lactation laws.
We’ve awarded Iowa one drop on our scale.
IA Breastfeeding Laws: In Public
Mothers in Iowa have the right to breastfeed in public. Read the law: Iowa Code § 135.30A (2002) (located on page 344)
IA Breastfeeding Laws: At Work
Unfortunately, Iowa doesn’t have any state legislation to support breastfeeding mothers in the workplace. But all breastfeeding employees in Iowa 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.
IA Breastfeeding Information + Resources
Breastfeeding mothers are exempt from jury duty upon request.
The Iowa Breastfeeding Coalition’s mission is “[p]roviding, promoting and coordinating breastfeeding education, support and evaluation through local coalitions, health care providers, educational institutions, and other interested individuals.” 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).