A letter from neli’s CEO on supporting parents
neli's supporting caregivers of all kinds.
The Pregnant Workers Fairness Act (PWFA) marks a significant step forward in employment law, particularly for pregnant employees. This legislation addresses the critical need for workplace accommodations, ensuring a safer and more equitable environment for expecting mothers.
The PWFA, inspired by the protections offered under the Americans with Disabilities Act, specifically targets the needs of pregnant workers. It mandates that employers provide reasonable accommodations to pregnant employees, similar to those provided to employees with disabilities. So, if you need to sit more often, lift less, or take more frequent breaks, your job has to work with you to make that happen.
Key Benefits for Pregnant Employees
First off, the PWFA means you can ask for reasonable changes at work—like maybe a closer parking spot or a stool to sit on if you’re on your feet all day. And you can ask for these without worrying about your boss giving you the side-eye.
The primary benefit of the PWFA for pregnant employees is the legal backing to request necessary accommodations without fear of retaliation. For instance, a study by the Center for WorkLife Law highlights that many pregnant workers in physically demanding jobs often face difficult choices between their health and their jobs. The PWFA aims to eliminate those dilemmas by ensuring that pregnant workers receive appropriate support (Center for WorkLife Law).
Your employer plays a big role in this, too. They’re required to provide reasonable accommodations—things that don’t cause them significant difficulty or expense—to keep you safe at work. It’s about balancing your needs with the business’s ability to operate smoothly.
Under the PWFA, employers are required to engage in an interactive process with pregnant employees to determine suitable accommodations. Failure to provide reasonable accommodations or to engage in this interactive process could lead to legal consequences. This is a significant shift from previous practices, where pregnant workers often had little recourse if their needs were ignored (U.S. Equal Employment Opportunity Commission).
The PWFA is set to fundamentally change how pregnant workers are treated in the workplace. This act not only protects women’s health and economic security during pregnancy but also promotes gender equality in the workplace. It encourages businesses to proactively consider and implement policies that support pregnant employees (Society for Human Resource Management).
If you are pregnant and working, familiarize yourself with the PWFA. Should you need accommodations, approach your HR department or supervisor and clearly state your needs, referencing the PWFA.
As we wrap up, let’s take a moment to appreciate how the PWFA is making the workplace a friendlier place for expecting moms. Know your rights, speak up for what you need, and let’s celebrate this big step towards equality and safety at work.