Delaware Breastfeeding Laws
Mothers in Delaware have the right to breastfeed in any public or private place they’re allowed to be. Delaware’s workplace lactation accommodation legislation is equal to, but does not exceed, the federal FLSA’s PUMP Act—which provides workplace lactation accommodation protections for all breastfeeding employees.
We’ve awarded Delaware one drop on our scale.
DE Breastfeeding Laws: In Public
Mothers in Delaware have the right to breastfeed in public. Read the law: Del. Code Ann. tit. 31 § 310 (1997)
DE Breastfeeding Laws: At Work
The federal FLSA’s PUMP for Nursing Mothers Act protects all breastfeeding employees, but Delaware law also requires employers to support breastfeeding employees by providing reasonable break time and an appropriate lactation accommodation. There are, however, no additional layers of lactation protection that exceed the PUMP Act. Read the law: Delaware Code Ann. tit. 19, § 710-11. Discrimination in Employment.
DE Breastfeeding Information + Resources
The Breastfeeding Coalition of Delaware “strives to protect, promote, and support breastfeeding by imparting current and evidence-based information and skills to enable parents, families, health practitioners, and community leaders to make informed decisions.” Visit U.S. Breastfeeding Committee for a full list of state breastfeeding coalitions.
Mamava designs solutions to empower breastfeeding and pumping parents on the go, like our freestanding lactation pods and lactation space locator app.
Laws are constantly evolving—which is a good thing! So if we’ve missed something, contact us at hello@mamava.com.
Disclaimer: Please consult a professional for legal advice. Mamava’s information on breastfeeding laws is not a substitute for legal counsel.
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Mamava’s Breastfeeding Law Rating Key
One drop: State does not have any workplace lactation legislation that exceeds 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).