Oregon

Oregon is a breastfeeding-positive state thanks to state laws that provide workplace lactation protections. In addition to the federal FLSA’s PUMP Act that provides workplace lactation accommodation protections for all breastfeeding employees, Oregon’s laws provide an additional level of support.

We’ve awarded Oregon two drops on our scale.

OR Breastfeeding Laws: In Public

Mothers in Oregon have the right to breastfeed in public. Read the law: Or. Rev. Stat. § 109.001 (1999)

OR Breastfeeding Laws: At Work

All breastfeeding employees are protected by the federal FLSA’s PUMP for Nursing Mothers Act and entitled to reasonable break time and a private space (other than a bathroom) to pump at work for one year. But Oregon also has a robust lactation accommodation law. All employers in Oregon are required to support breastfeeding employees by providing break time and a space (other than a bathroom) to pump at work. Oregon law clarifies that employers must provide a “reasonable rest period” every time the employee needs to pump (the law used to stipulate a fixed amount of time). Employers with fewer than 10 employees may request an exemption if they can prove “undue hardship.” Read the law: OR 653.077 and the amendment: HB 2593

OR Breastfeeding Information + Resources

Breastfeeding mothers are exempt from jury duty upon request.

The Central Oregon Breastfeeding Coalition’s mission is to “improve communication and coordination of breastfeeding support services to better educate, promote, and support breastfeeding.” Visit here.

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.