As 2022 wound down, federal legislators passed two new workplace laws: the Pregnancy Fairness Workers Act (PFWA) and the Providing Urgent Maternal Protections (PUMP) Act.
Employers may wonder about the necessity of the PFWA when employers (with more than 15 employees) must follow the Pregnancy Discrimination Act (PDA). Similarly, what additional protections does the PUMP Act require that the current law (the FLSA) does not?
Let's examine and compare both laws, but first, why these laws now?
Child care is a beast, and always has been. It can be difficult indeed to find and retain affordable, reliable, and warm and loving child care.
The pandemic shone a light on the disproportionate effect that child care has on working mothers— many of whom left the workforce during the pandemic for lack of support.
In December 2021, the Women's Bureau Director, Wendy Chun-Hoon, referenced the huge amount of data gathered "showing that women still take up the majority of caregiving and household work—that is the unpaid work, but still work," she said. "You couple that with a lack of care infrastructure and 3 million women have suddenly gone from the workplace."
These new laws were born this perspective of how child care issues disproportionately (and catastrophically) affect working mothers.
Enter the PFWA. What Workplace Protections Does the PFWA Offer Pregnant Workers That the PDA Does Not?
Like the PDA, the PWFA prohibits employers from denying jobs or other opportunities because a...
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