Connecticut

Mothers in Connecticut have the right to breastfeed in any public place they’re allowed to be. In addition, Connecticut is a breastfeeding-positive state with workplace lactation accommodation laws that exceed the federal FLSA’s PUMP for Nursing Mothers Act.

We’ve awarded Connecticut three drops on our scale.

CT Breastfeeding Laws: In Public

Connecticut law protects a mother’s right to breastfeed in any public place. Read the law: Conn. Gen. Stat. § 46a-64 (1997)

CT Breastfeeding Laws: At Work

The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but Connecticut law already requires employers in Connecticut to provide time and a private place (that’s not a bathroom) for breastfeeding employees to pump at work. The law was modified in 2021 to stipulate that it applies to any employer with more than one employee. Additionally, the law states that the lactation space must have an electrical outlet and be near a refrigerator so employees can store breast milk. As part of Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State, employers must provide reasonable break times – not limited to an employee’s regular meal or break periods – to breastfeed or express milk. Read the laws: Conn. Gen. Stat. § 31-40w and House Bill No. 5158

CT Breastfeeding Information + Resources

Breastfeeding mothers are exempt from public indecency laws, as well as jury duty.

The Connecticut Breastfeeding Coalition is dedicated to promoting, protecting, and supporting breastfeeding. Visit U.S. Breastfeeding Committee for a full list of state breastfeeding coalitions.

Breastfeeding Law Rating Key

One drop: There is no state-level workplace lactation legislation beyond 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).

Disclaimer: Please consult a professional for legal advice. Our information on breastfeeding laws is not a substitute for legal counsel.