Last December, President Biden signed the Pregnant Workers Fairness Act (PWFA) into law. The PWFA requires employers to accommodate employees who are affected by pregnancy, childbirth, or related medical conditions so that they can remain healthy while retaining their jobs.
This week, the Equal Employment Opportunity Commission (EEOC) issued a proposed rule to implement and interpret the PWFA. The rule provides important clarifications on what the PWFA means, and outlines examples of situations where it would apply.
For example, telling your supervisor that you’re having trouble getting to work at your scheduled start time because of morning sickness counts as notifying your employer of your need for a reasonable accommodation under the PWFA.
Other reasonable accommodations include time off for medical appointments related to pregnancy or childbirth, more frequent bathroom breaks, or light duty due to pregnancy related limits on heavy lifting.
If you are experiencing discrimination or retaliation on the basis of your pregnancy or other protected status, contact Kitzer Rochel. Our experienced employment law attorneys would be happy to discuss your case and understand your legal rights and options.