Under the law, pregnant and postpartum workers could be entitled to rights such as reduced workloads and safer tasks, flexible and shorter hours, extended and additional breaks, closer parking spaces, larger uniforms, bed rest time off and remote work options, as outlined by theEmployers are also required to engage in good-faith discussions with employees seeking reasonable accommodations, addressing their needs and identifying suitable accommodations, as detailed on theIt is also illegal for...
By the end of this year, EEOC will publish guidance on implementing the law and will be open to public input,Prior to the PWFA, workers with medical requirements for pregnancy-related accommodations lacked legal protection and often found themselves compelled to leave their jobs, leading to financial instability, according to Better Balance.
In addition to the PWFA, eligible employees are already entitled to unpaid, job-protected leave under the Family and Medical Leave Act of 1993. Furthermore, the Providing Urgent Maternal Protections for Nursing Mothers Act ensures workplace protections for employees to express breast milk at work.