Maine

Any person in Maine has the right to breastfeed their child in any public or private place they’re allowed to be. In addition to the federal FLSA’s PUMP Act that provides workplace lactation accommodation protections for all breastfeeding employees, Maine law provides an extra level of support.

We’ve awarded Maine two drops on our scale.

ME Breastfeeding Laws: In Public

Breastfeeding parents in Maine have the right to breastfeed in any public or private place. Read the law: Me. Rev. Stat. Ann. tit. 5, § 4634 (2001)

ME Breastfeeding Laws: At Work

The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but Maine already has a strong workplace lactation accommodation law. Employers in Maine are required to support all breastfeeding employees by providing break time and a space (other than a bathroom) to pump at work for up to three years after childbirth (the PUMP Act is one year). Read the law: Me. Rev. Stat. Ann. tit. 26, § 604. In 2019 Maine added legislation that further protects pregnant and breastfeeding employees in the workplace. Read the law: L.D. 666

ME Breastfeeding Information + Resources

Maine state law (L.D. 603) requires the MaineCare Medicaid program to provide reimbursement for electric breast pumps and supplies without prior authorization or limitation when pumps are recommended or prescribed by a physician.

Breastfeeding mothers can request a deferment for jury duty for up to one year (and renew it if still breastfeeding).

The Maine State Breastfeeding Coalition’s mission is to “enhance the culture of breastfeeding around the state through professional networking, advocacy, and education.” Visit the 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.