The Pregnant Workers Fairness Act takes effect today, requiring employers to make “reasonable accommodations” for pregnant and postpartum workers.
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“Before this legislation, too often, when a pregnant worker needed a minor change in workplace duties or policies because of pregnancy, she was forced to take unpaid leave or be pushed out of work entirely—at a moment when she and her family could least afford it.” While this legislation was not a blanket fix on pregnancy discrimination, the Pregnancy Discrimination Act was critical for ensuring women and people with the capacity for pregnancy could remain and advance in the workplace—before, during and after childbirth.
The PWFA would require employers to provide reasonable, temporary workplace accommodations to pregnant workers as long as the accommodation does not impose an undue burden on the employer.
The answer is emphatically yes—but don’t just take our word for it. There are countless examples—like the UPS worker who was denied “light duty,” then lost medical coverage when she was placed on unpaid leave. Or the Walmart employee fired for carrying a water bottle. Or the woman who suffered a miscarriage and lost her pregnancy because her employer would not provide her with the reasonable accommodations—mainly weight lifting restrictions—that she needed.
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