Maryland

Mothers in Maryland 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 Act provides workplace lactation accommodation protections for all breastfeeding employees, but Maryland has no additional state-level lactation laws.

We’ve awarded Maryland one drop on our scale.

MD Breastfeeding Laws: In Public

Mothers in Maryland have the right to breastfeed in any public or private location. Read the law: Md. Health-General Code Ann. § 20-801 (2003)

MD Breastfeeding Laws: At Work

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

MD Breastfeeding-positive Municipalities

Baltimore

Baltimore employers with two or more full-time employees must provide lactation accommodations (including break time and a private lactation space) for breastfeeding employees. The lactation space cannot be a bathroom or a closet and must be in “close proximity” to the employee’s work area. Read the law: Lactation Accommodations in the Workplace

Montgomery County

Thanks to the Right to Nourish Act, Montgomery County must provide lactation rooms or alternative accommodations for employees in County buildings, and break time to pump. Read the law: Bill 11-22

MD Breastfeeding Information + Resources

The Maryland Breastfeeding Coalition is made up of health professionals, educators, policy-makers, organizations, businesses, and others who promote, protect, and support breastfeeding. 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.