Pregnancy and Pregnant Employees in the Workplace 

As an employer, you are responsible for complying with many employment laws and regulations. One particularly essential topic your leaders and HR professionals should be familiar with is managing and supporting pregnant employees.

These major life events can be exciting but stressful times for members of your organization as they prepare to become parents; as an employer, you’re beholden to certain expectations and requirements related to supporting them.

What Laws Does My Business Need to Know About?

Your organization should first familiarize itself with the various mandates related to pregnant employees, such as the following:

• Title VII of the Civil Rights Act of 1964—This law protects employees from discrimination, including pregnancy. Pregnancy is treated as a protected status similar to race, gender or religion, and employees cannot be treated unfavorably due to their pregnancy or related conditions.

• Pregnant Workers Fairness Act (PWFA)—Under the PWFA, employers are generally required to make reasonable accommodations regarding limitations employees may experience due to pregnancy, childbirth or other related medical conditions. This law does not supersede any local or state legislation that might offer greater protections for pregnant employees.

• Americans With Disabilities Act (ADA)—This legislation prohibits employers from discriminating against workers based on disabilities, including those that might arise during or because of pregnancy. For example, while pregnancy itself is not considered a disability under the ADA, gestational diabetes developed during pregnancy may require employers to make reasonable accommodations for affected employees’ work-related needs.

How Can My Company Help Pregnant Employees?

As your business seeks to accommodate pregnant employees, the following strategies may be helpful:

• Offer longer or more frequent breaks.

• Relax policies regarding food and beverages.

• Adjust task assignments, such as by helping pregnant employees avoid heavy lifting or other strenuous tasks.

• Provide additional seating.

• Reserve parking spaces closer to your building.

• Allow flexible scheduling, such as by allowing employees experiencing morning sickness to arrive later.

We’re Here to Help

Contact Lyceum Insurance Services today to learn more about workplace compliance and ensure your employees are cared for.

This blog is intended for informational and educational use only. It is not exhaustive and should not be construed as legal advice. Please contact your insurance professional for further information.