Pregnancy Accommodations

In addition to state law, the Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” to a qualified employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” 

• A pregnant employee shall be accommodated in the same manner as a disabled employee. For information regarding reasonable accommodations, please visit the Reasonable Accommodation page. 
• A pregnant employee can continue to work until she is physically unable to perform her job, per doctor’s orders. Additionally, a pregnant employee should not be restricted in her hours or duties unless directed by her doctor. 

Examples of Reasonable Accommodations for Pregnant Employees:

• Redistributing non-essential job functions, such as occasional lifting;
• Modifying workplace policies, such as breaks and drinks at workstations;
• Modifying work schedules, such as a later start time for those with morning sickness;
• Telework, if on bed rest;
• Granting leave in addition to the normal allotment of leave under a sick leave policy;
• Purchasing or modifying equipment, such as a stool or pushcart; and
• Temporary assignment to light duty.