Pregnancy Discrimination

New York Paid Family Leave Will Include Prenatal Time Off Starting January 1, 2025.

The EEOC issues its final rule and interpretive guidance to implement the PWFA.

The federal Pregnant Workers Fairness Act (PWFA) has gone into effect and aims to require covered employers to provide “reasonable accommodations” for pregnant people.

The Pregnant Workers Fairness Act is in effect and the EEOC is accepting complaints.

New employment laws going into effect this year.

A new meta study published in The Lancet finds that parental leave, especially paid leave, has numerous benefits, both for parental health and economic health, and leave is especially beneficial for mothers.

With bipartisan support, the United States Senate passed the Pregnant Workers Fairness Act and the PUMP for Nursing Mothers Act in December.

In an odd twist, some workers in those deep blue states are realizing that their health insurance may not cover the practice.

The US Supreme Court’s catastrophic and heartbreaking decision to overturn Roe v. Wade, which has guaranteed a woman’s constitutional right to an abortion for almost 50 years, has ignited a blaze of emotions across the country.

The report suggests that Amazon consultants have identified reasonable accommodations that would allow workers with disabilities to continue performing their functions without undue burden. However, despite this knowledge, company officials continue to pursue a policy of forced unpaid leave rather than internally-identified accommodations.

Kessler notes that for those fortunate enough to be able to work from home, the small box containing their faces no longer broadcasts impending parenthood. Instead, women are able to focus on work, an act of normalcy expectant parents who aren’t pregnant have always enjoyed.

The pandemic may be creating a path for the Pregnant Workers Fairness Act, which was first introduced in 2012 to become law. This law will help clarify and define the rights of women to receive accommodations in the workplace.