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A Guide to Protections and Accommodations Under the Pregnant Workers Fairness Act
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How did a recent WNBA game inspire an episode about the Pregnant Workers Fairness Act?
Zachary Aman, an attorney with The Spiggle Law Firm, was watching a WNBA game when an injury report graphic splashed across the screen. He saw the usual ailments—Achilles tendons, knee injuries—but then something caught his eye. Nestled amidst the injuries are two startling words: "Baby" and "Baby." In this episode, Zach uses this sports graphic to introduce the profound implications of the Pregnant Workers Fairness Act.
The Pregnant Workers Fairness Act (PFWA) became effective in June 2023. Before this Act, pregnant workers had to navigate a confusing labyrinth of Title VII and the ADA, often finding themselves without adequate protection or accommodations.
The PFWA now mandates that covered employers provide reasonable accommodations for pregnancy, childbirth, or related medical conditions, except in cases where it would cause undue hardship to the employer.
In this episode, you’ll learn the specifics of the act's provisions, how it aligns with the ADA yet strides forward with unique stipulations, and what this means for employees and employers.
On April 15, the EEOC issued its final rule on how it would regulate the PWFA. That rule goes into effect on June 18, 2024. So, while the EEOC is already taking cases under the act, they now have a rule that employers employees can look to for guidance. Zach and Tom break down the new EEOC rules and how they impact your rights and responsibilities.
Chapters
(00:00) What is the Pregnant Workers Fairness Act
(03:42) How the PFWA bridges the gap in previous legislative acts
(04:59) The PFWA only applies to accommodations, not discrimination
(09:55) How the PFWA differs from the ADA
Links and Resources Mentioned
https://www.eeoc.gov/statutes/pregnant-workers-fairness-act
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Disclaimer: This information is not intended to be legal advice. This is for educational purposes only. If you are seeking legal advice, please talk to a lawyer.
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