The Pregnancy Workers Fairness Act (the “PWFA”) became effective on June 27, 2023, which mandates that employers with 15 or more employees must provide reasonable accommodations for known limitations associated with pregnancy, childbirth, or related medical conditions.
On April 15, 2024, the EEOC published its final regulations, outlining the specifics of implementing the PWFA. The EEOC’s final regulations covers a wide range of topics, including an expansive definition of pregnancy-related conditions, the circumstances in which an employer must reasonably accommodate an employee, and clarification on the definition of a “qualified individual.”
The final rule also provides detailed examples of reasonable accommodations employers should consider. These may include adjustments to work schedules, breaks, remote work options, modifications to job duties, and other measures aimed at supporting employees during pregnancy, childbirth, or related medical conditions. The rule emphasizes the importance of timely responses to accommodation requests, limits on requesting medical documentation, and prohibits retaliation against employees seeking accommodations.
Employers should familiarize themselves with the final regulations and the practical examples of reasonable accommodation outlined in the EEOC’s final rule to understand their responsibilities under the PWFA. Given that the final rule and interpretive guidance will take effect on June 18, 2024, it is crucial for employers to prepare adequately by updating their policies and procedures to align with these regulations.
For steps you can take to ensure compliance with the PWFA, please contact us at info@mnklawyers.com.
This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.
