The Pregnant Workers Fairness Act (PWFA) was recently signed into law and takes effect on June 27, 2023. The new federal law aims to protect the rights of pregnant employees by requiring employers to treat known limitations resulting from pregnancy, childbirth, and related medical conditions as conditions essentially equivalent to a disability under the Americans with Disabilities Act (ADA).
Similar to the ADA, the PWFA requires the university to engage in the interactive process to identify reasonable accommodations. Under the PWFA, reasonable accommodations are intended to enable an employee to remain in active work status.
It is also important to note that unlike the ADA, no disability is required for reasonable accommodations under the PWFA. The PWFA requires only that there be a known limitation related to pregnancy, childbirth, or related medical condition.
Frequently Asked Questions
Once you’ve communicated a need for an accommodation to your human resources representative or supervisor, your HR representative or supervisor will notify Faculty and Staff Disability Services (FSDS) or Leave and Disability Administration (LDA) (for UI Health Care employees).
An assigned case manager will work with you to obtain medical documentation to identify and verify the known limitation(s).
Once medical documentation is obtained, FSDS or LDA will coordinate the interactive process.
The interactive process is intended to identify reasonable accommodations that will enable you to continue working with the known limitation.
- Ability to sit
- Ability to drink water while working
- Flexible work hours
- Appropriately sized uniforms and safety apparel
- Additional break time to eat, rest, or use the restroom
Please contact your local human resources representative or supervisor to discuss your need for a workplace accommodation under the PWFA.
More information about the Pregnant Workers Fairness Act can be found on the U.S Equal Employment Opportunity Commission website.