Category: Pregnant Workers Fairness Act

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Protecting Pregnant Workers: A Close Look at the Laws and the Realities on Ground

Pregnancy discrimination accommodations.

Imagine landing a new job, attending the first training day, and then receiving the distressing news that “there might be something wrong with my daughter’s heart.” You are looking to seek immediate medical attention for your unborn child, but instead of understanding or empathy from your new employer, your job offer is rescinded. This is not fiction; it is a story that unfortunately unfolded for a sales consultant at Victra’s Dayton, Nevada, store.

Victra, a nationwide retailer of Verizon mobile devices, has been sued for alleged violations of the Civil Rights Act of 1964 under Title VII and the Americans with Disabilities Act (ADA). Before we delve into the details of the lawsuit, it’s pivotal to understand the laws that protect pregnant workers.

The Americans with Disabilities Act passed in 1990, prohibits discrimination against a qualified individual because of a pregnancy-related impairment that an employer regards as a disability. It paved the way for heightened awareness and protection for people with disabilities, including those related to pregnancy, ensuring their right to equal employment opportunities.

More recently, on June 27, 2023, the Pregnant Workers Fairness Act (PWFA) went into effect, providing additional protections for pregnant workers. The PWFA requires employers to provide pregnant workers with equal opportunities and flexibility as they do for other applicants or employees.

These laws aim to put a stop to discrimination against pregnant employees or applicants who may need immediate and emergency care related to pregnancy. Yet, the Victra case reminds us that these unfair practices still exist. The plaintiff in this lawsuit was denied the right to leave training for urgent prenatal care and lost her job as a result.

The sad reality is that pregnant workers should never have to choose between keeping their jobs or seeking urgent prenatal care to protect the health of both parent and child. Losing the ability to earn income during such a critical time is challenging and disheartening. Thankfully, entities like EEOC are there to defend the rights of pregnant applicants and employees against employment discrimination.

If you have experienced pregnancy-related discrimination, remember that you are not alone. There are laws designed to protect you and legal professionals available to help you navigate these daunting situations. An experienced employment law attorney can guide you through the legal processes, ensuring your rights are protected and justice is served. It’s crucial not to let discriminatory behavior go unchallenged. Stand up against it because each voice contributes to a louder call for equality, fairness, and justice in the workplace.

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Pregnant Workers Fairness Act Final Rule

Pregnancy discrimination accommodations.

The U.S. Equal Employment Opportunity Commission (EEOC) has released a final rule to implement the Pregnant Workers Fairness Act (PWFA). The PWFA requires most employers with 15 or more employees to provide “reasonable accommodations” for pregnant workers’ known limitations related to pregnancy, childbirth, or related medical conditions. An exception is if the accommodation causes undue hardship to the employer. The final rule will be published in the Federal Register on Apr. 19 and will take effect 60 days after publication.

This rule builds upon existing protections against pregnancy discrimination and access to reasonable accommodations. The EEOC started accepting discrimination charges on June 27, 2023, when the PWFA became effective.

The final rule provides clarity to employers and workers about who is covered, the types of limitations and medical conditions covered, how individuals can request reasonable accommodations and numerous concrete examples. It reflects the EEOC’s response to approximately 100,000 public comments received on the Notice of Proposed Rulemaking.

The PWFA empowers pregnant workers by providing them with clear access to reasonable accommodations, ensuring they can continue their jobs safely and effectively, free from discrimination and retaliation. This final rule, a testament to their rights, offers crucial information and guidance to help employers fulfill their responsibilities and to help job seekers and employees understand their rights. It fosters a culture of open communication, encouraging employers and employees to engage early and often, enabling them to identify and resolve issues in a timely manner.

The final regulation provides numerous examples of reasonable accommodations, such as

  • additional breaks to drink water, eat, or use the restroom;
  • a stool to sit on while working;
  • time off for health care appointments;
  • temporary reassignment;
  • temporary suspension of certain job duties;
  • telework;
  • time off to recover from childbirth or a miscarriage, among others.

It also provides guidance regarding limitations and medical conditions for which employees or applicants may seek reasonable accommodation. This includes miscarriage or stillbirth, migraines, lactation, and pregnancy-related conditions that are episodic, such as morning sickness.

The final regulation underscores the importance of early and frequent communication between employers and workers. It emphasizes the shared responsibility in raising and resolving requests for reasonable accommodation in a timely manner. It also clarifies that an employer is not required to seek supporting documentation when an employee asks for reasonable accommodation and should only do so when it is reasonable under the circumstances, fostering a sense of mutual trust and respect.

The final regulation explains when an accommodation would impose an undue hardship on an employer and its business. It also provides information on how employers may assert defenses or exemptions, including those based on religion, as early as possible in charge processing.