Effective June 27, 2023
The Act requires “covered employers” to provide “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” An “undue hardship” exists where the accommodation would involve significant difficulty or expense for the employer.

Examples of reasonable accommodations under the PWFA include:

1. Ability to sit or drink water;

2. Access to closer parking;

3. Flexible hours;

4. Appropriately sized uniforms and safety apparel;

5. Additional break time to use the bathroom, eat, and rest;

6. Ability to take leave or time off to recover from childbirth; and

7. Exemption from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy.

Source: GT Law

Pregnant Workers Fairness Act Poster

EEOC: What You Should Know About the Pregnant Workers Fairness Act

Related: USPS: All Reasonable Accommodation requests must be recorded (21cpw.com)