Louisiana

Mothers in Louisiana have the right to breastfeed in any public place they’re allowed to be. While Louisiana does have some workplace lactation accommodation legislation, it’s not as strong as the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees.

We’ve awarded Louisiana one drop on our scale.

LA Breastfeeding Laws: In Public

Mothers in Louisiana have the right to breastfeed in any public place they’re allowed to be. Read the law: La. Rev. Stat. Ann. § 51.2247.1 (2001)

LA Breastfeeding Laws: At Work

Public schools are the only workplace mandated by Louisiana state law to provide employees with break time and a private room for pumping. The law, "Support for Pregnant and Parenting Students Act,” also stipulates that schools provide lactation spaces for students. Read the laws: La. Rev. Stat. § 17:81(W) and HB NO. 516

But all breastfeeding employees in Louisiana 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.

LA Breastfeeding Information + Resources

Breastfeeding mothers are exempt from indecent exposure laws in Louisiana.

State law also exempts breastfeeding/pumping accessories from sales tax.

Louisiana requires “certain” state buildings to have a lactation room. Read the law: Act No. 269

The Louisiana Breastfeeding Coalition works to support breastfeeding at the state and local level. 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.