Table of Contents
Here's what you need to know:
- The Pregnant Workers Fairness Act requires that employers provide reasonable accommodations to pregnant women that would allow them to continue to work, and it applies to employers with 15 or more employees
- The PWFA is modeled on the Americans with Disabilities Act and goes into effect on June 27, 2023
- Separately, the PUMP Act expands federal requirements on breastfeeding time and private space protections to a larger group of nursing workers
- The new mandates of the PUMP Act went into effect upon the President’s Dec. 29, 2022 signing of the bill
- Employers with fewer than 50 employees do not have to comply with the PUMP Act if doing so creates undue hardship
- However, experts recommend that small businesses consider adopting such policies to be competitive with larger businesses when it comes to hiring and retaining workers
Workplace accommodations for pregnant and nursing mothers long debated by Capitol Hill lawmakers become a reality this year. The spending bill that cleared Congress and the President’s desk late last year includes 2 laws that increase federal protections for working mothers.
The impact on businesses probably won’t be onerous. Less than 2% of workers in the United States are pregnant each year, according to the National Women’s Law Center.
The 2 laws are:
What is the Pregnant Workers Fairness Act?
The PWFA requires that employers provide reasonable accommodations to...
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