Ohio Breastfeeding Laws

Mothers in Ohio have the right to breastfeed in any public or private location, as long as they are legally allowed to be there. The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but there are no additional workplace lactation accommodation laws in Ohio.

We’ve awarded Ohio one drop on our scale.

OH Breastfeeding Laws: In Public

Mothers in Ohio have the right to breastfeed in public. Read the law: Ohio Rev. Code Ann. § 3781.55 (2005)

OH Breastfeeding Laws: At Work

Unfortunately, Ohio doesn’t have any state legislation to protect and support breastfeeding in the workplace. But all breastfeeding employees in Ohio 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.

OH Breastfeeding Information + Resources

Breastfeeding mothers are exempt from jury duty effective July 23, 2024. Read the law: HB 34

Ohio offers a free resource guide to help employers support breastfeeding employees in the workplace.

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).