Connecticut enacted a law that prohibits any person from restricting or limiting the right of a mother to breastfeed her child in 1997.  Later, in 2001, a law was enacted which provides that employees can express breast milk or breastfeed on the job during meal or break periods, and that employers must make reasonable efforts to provide a place nearby the work area that is not a toilet stall to express milk in private as long as it would not impose an undue hardship on the operation of the employer.

Conn. Gen. Stat. § 46a-64, and § 53-34b

Section 46a-64 provides: (Formerly Sec. 53-35). Discriminatory public accommodations practices prohibited.
(a) It shall be a discriminatory practice in violation of this section … (3) for a place of public accommodation, resort or amusement to restrict or limit the right of a mother to breast-feed her child; … (c) Any person who violates any provision of this section shall be fined not less than twenty-five nor more than one hundred dollars or imprisoned not more than thirty days or both with a class D misdemeanor.

§ 53-34b. Deprivation of the right to breast-feed one’s child.
No person may restrict or limit the right of a mother to breast-feed her child.

Conn. Gen. Stat. § 31-40w

(a) Any employee may, at her discretion, express breast milk or breastfeed on site at her workplace during her meal or break period.
(b) An employer shall make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet stall, where the employee can express her milk in private.
(c) An employer shall not discriminate against, discipline or take any adverse employment action against any employee because such employee has elected to exercise her rights under subsection (a) of this section.
(d) As used in this section, “employer” means a person engaged in business who has one or more employees, including the state and any political subdivision of the state; “employee” means any person engaged in service to an employer in the business of the employer; “reasonable efforts” means any effort that would not impose an undue hardship on the operation of the employer’s business; and “undue hardship” means any action that requires significant difficulty or expense when considered in relation to factors such as the size of the business, its financial resources and the nature and structure of its operation.