Pregnant Workers Fairness Act (PWFA)
The PWFA expanded pregnancy accommodations far beyond disability status. Ask HR AI helps you accommodate limitations from pregnancy, childbirth, and postpartum recovery without pushing employees onto leave they didn't want.
What Ask HR AI covers
- PWFA covered limitations
- Predictable assessments and interim accommodations
- PUMP Act lactation space and time
- State pregnancy accommodation overlays
"A pregnant warehouse worker asks for a stool and a lifting restriction — what does the PWFA require?"
Ask this in Ask HR AIHow to accommodate under the PWFA
- Step 1 — Recognize the request. Any known limitation from pregnancy, childbirth, or postpartum recovery triggers the duty.
- Step 2 — Consider interim accommodations. Provide temporary schedule, equipment, or duty adjustments while medical documentation is gathered.
- Step 3 — Avoid forced leave. Leave is a last resort, not the default.
- Step 4 — Provide lactation time and space. Comply with the PUMP Act for the full one-year period.
- Step 5 — Document the accommodation. Retain the analysis and revisit as the pregnancy progresses.
Frequently asked questions
Who is covered by the PWFA?
Employers with 15 or more employees must provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions.
Can I require leave instead of an accommodation?
No, if another reasonable accommodation would allow the employee to continue working. The PWFA specifically prohibits forcing leave where accommodation is possible.
What does the PUMP Act require?
A private, non-bathroom space and reasonable break time to express milk for one year after birth for nearly all employees.
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- SafestHires blog — deeper dives on the topics above.
Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.