Vermont

Vermont 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, Vermont laws provide an additional level of support.

We’ve awarded Vermont two drops on our scale.

VT Breastfeeding Laws: In Public

Mothers in Vermont have the right to breastfeed in public. Read the law: Vt. Stat. Ann. tit. 9, § 4502 (j) (2002) and 2002 Vt. Acts, Act 117

VT 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 Vermont also has a robust workplace lactation accommodation law that requires employers 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 the child’s birth (two years longer than the PUMP Act). Read the law: Vt. Stat. Ann. tit. 21, § 305

VT Breastfeeding Information + Resources

State workers may bring their babies (who are between the ages of six weeks and six months) to work with them if they work for a state agency that has opted in the program. Read the policy: Infants in the Workplace

The Chittenden County Breastfeeding Coalition “works to support a supportive cultural atmosphere for breastfeeding.” Visit here.

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.