In 2017, a handful of states passed legislation designed to protect pregnant workers on the job.  Legislation was designed to guarantee that pregnant women received the same level of protection provided to other individuals by the Americans with Disabilities Act.  Those protections include reasonable accommodations for pregnant and nursing workers.  Employers need to take note of how they and the employee will come to terms on accommodations and know if there are any accommodations for which the employer cannot claim undue hardship.

While pregnancy and nursing are not considered disabilities, many pregnancy-related conditions are considered disabilities.  The Pregnancy Discrimination Act requires employers to make modifications or accommodations to a pregnant and/or nursing worker’s job in a manner similar to those provided to a disabled employee.   This could include adjusting job-related duties, providing additional breaks, or implementing lifting limitations and other safety procedures.  Additionally, under the Patient Protection and Affordable Care Act section of the Fair Labor Standards Act (FLSA), covered employers are required to accommodate employees who are nursing.

Join Diane Dee, President of Advantage HR Consulting, on February 5, 2020 at 12:00 p.m. CST for this 75 minute webinar to familiarize yourself with pregnancy and nursing-related rights and responsibilities of employers and employees.