Blog: PWFA
The Pregnant Workers Fairness Act (PWFA) is already reshaping how employers handle pregnancy-related accommodations—and the EEOC’s first lawsuits are setting the tone for enforcement. These early cases show what compliance looks like in practice and where employers are falling short. In this article, we’ll look at real PWFA lawsuits, the EEOC’s enforcement priorities, and the key lessons every organization should take away to avoid the same costly mistakes.
Why Early PWFA
...Front-line managers are often the first to hear when an employee needs help during pregnancy—and how they respond can make or break compliance. The Pregnant Workers Fairness Act (PWFA) requires employers to handle accommodation requests respectfully, confidentially, and in coordination with HR. In this guide, we’ll break down what managers need to know about the PWFA, including how to recognize a request, what to say (and what not to say), and when to escalate to HR.
Why
...The Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA) both require employers to provide reasonable accommodations—but they apply in different ways. The ADA covers disabilities that substantially limit major life activities, while the PWFA extends those protections to pregnancy-related limitations, even if they don’t qualify as disabilities. Understanding when the PWFA and ADA both apply is key to building compliant, consistent HR policies that protect
...Even well-intentioned employers are getting tripped up by the new Pregnant Workers Fairness Act (PWFA). Common violations include automatically putting pregnant employees on leave, requiring a “100% release” before returning to work, or ignoring simple accommodation requests. Most PWFA employer mistakes stem from outdated policies or a lack of manager training—and the consequences can be serious. In this guide, we’ll break down the most frequent errors, what they look like in real
...Updating your HR policies for PWFA compliance isn’t just a legal requirement—it’s a practical step to protect your organization and support your employees. The Pregnant Workers Fairness Act (PWFA) requires covered employers to provide reasonable accommodations for pregnancy, childbirth, and related conditions. This means your policies, handbooks, and internal procedures must be updated to reflect these new obligations. In this guide, you’ll learn how to update your policies for PWFA
...When multiple leave laws apply to the same employee, HR has to play compliance chess. The FMLA, ADA, and now the PWFA each have distinct rules—but they often overlap in real-world situations. Understanding where these laws intersect helps prevent violations, lawsuits, and employee relations issues. This guide walks you through how to handle overlapping leave laws step by step, so you can coordinate job protection, accommodations, and pay rules without risking compliance
...The Pregnant Workers Fairness Act (PWFA) requires employers to provide reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions—and most of these adjustments are simple, low-cost, and temporary. From flexible schedules to modified tasks or extra breaks, these accommodations help pregnant workers stay safe and productive without disrupting operations. This guide will share practical examples of reasonable pregnancy accommodations under the PWFA
...The Pregnant Workers Fairness Act (PWFA) and the Pregnancy Discrimination Act (PDA) both protect pregnant employees, but they do so in very different ways. The PDA says employers can’t discriminate because of pregnancy, while the PWFA goes further, requiring employers to provide reasonable accommodations so pregnant and postpartum workers can stay healthy and employed. Think of it this way: the PDA says you can’t fire someone for being pregnant. The PWFA says you must help them keep working
...The Pregnant Workers Fairness Act (PWFA) is a federal pregnancy accommodations law that took effect on June 27, 2023. It requires covered employers—those with 15 or more employees—to provide reasonable accommodations for known limitations related to an employee's or applicant's pregnancy, childbirth, or related medical conditions, unless doing so would cause an undue hardship. This law marks a significant shift in workplace protections, creating a clear, affirmative duty for employers to
...Navigating employee leave and accommodation requests can feel like untangling a complex web of legal requirements. For HR managers, understanding how the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Pregnant Workers Fairness Act (PWFA) interact is essential for maintaining compliance. These three laws often overlap, creating scenarios where an employer’s obligations under one law are influenced by another.
This guide provides a practical
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