Utah

In Utah, mothers have the right to breastfeed in any public location, as long as they are legally allowed to be there. While Utah does have workplace lactation accommodation legislation, it’s equal to the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees.

We’ve awarded Utah one drop on our scale.

UT Breastfeeding Laws: In Public

Mothers in Utah have the right to breastfeed or use a breast pump in public. Read the law: Utah Code Ann. § 17-15-25; Section 13-7-2.

UT 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 Utah also has a few lactation accommodation laws in place. In 2012, the Utah Legislature passed a resolution that “encouraged” employers to support breastfeeding employees with time and space to pump at work. Read the resolution: Joint Resolution on Breastfeeding

In 2015, the State and Local Government Employee Policies was passed requiring public employers (i.e. state and government) to provide break time and appropriate space for breastfeeding women to pump at work. Read the law: HB 242

UT Breastfeeding Information + Resources

Breastfeeding mothers are exempt from public indecency laws, as well as from jury duty. HB0154

The Utah Breastfeeding Coalition “promotes, protects, and supports breastfeeding.” Visit here.

Visit U.S. Breastfeeding Committee for a full list of state breastfeeding coalitions.

Our 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.