With Mother’s Day and Father’s Day approaching, employers may want to consider the benefits and protections afforded to employees who become pregnant or welcome a child to the family, as well as the employer’s legal responsibilities.

• Federal and state laws prohibit employment discrimination, harassment, and retaliation based on pregnancy.
• Employers may be required to provide leave and reasonable accommodations for employees experiencing pregnancy or childbirth, undergoing fertility treatments, or breastfeeding.
• Applying benefits and accommodations consistently can help employers reduce legal risk.

Several federal laws provide benefits and protect pregnant workers from discrimination, harassment, and retaliation in the workplace. In 1978, the Pregnancy Discrimination Act amended Title VII of the Civil Rights Act of 1964 to prohibit employment discrimination based on pregnancy. Many states have similar laws providing benefits and legal protections for pregnant workers.

Eligible employees of covered employers may qualify for twelve weeks of unpaid leave under the Family and Medical Leave Act (FMLA) when they give birth or welcome a child through adoption or foster care. In some states, they may qualify for state-run paid family and medical leave programs when they give birth or welcome a child through adoption or foster care.

Pregnant workers can use intermittent FMLA leave to attend prenatal medical appointments and deal with pregnancy-related complications and...

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