Are Pregnant Workers Entitled to Reasonable Accommodations in the Workplace?

Navigating the workplace while pregnant can present unique challenges. It’s crucial for pregnant employees to understand their rights so they receive the support and accommodations they need. At Marshall Forman & Schlein LLC, we are committed to helping pregnant workers secure the reasonable accommodations necessary to continue their employment comfortably and effectively. Our team of seasoned attorneys is here to guide you through the process, protecting your rights every step of the way.

Key Laws Protecting Pregnant Workers

The Pregnancy Discrimination Act (PDA) and Americans with Disabilities Act (ADA)

Two pivotal pieces of legislation protect the rights of pregnant employees: the Pregnancy Discrimination Act (PDA) and the Americans with Disabilities Act (ADA). The PDA, an amendment to Title VII of the Civil Rights Act of 1964, prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions. It mandates that pregnant workers be treated the same as other employees with similar abilities or limitations.

The ADA, although primarily designed to protect individuals with disabilities, can also apply to pregnancy-related conditions if they result in substantial limitations to major life activities. This law requires employers to provide reasonable accommodations, similar to those given to other employees with disabilities, to allow pregnant workers to perform their job duties.

Examples of Reasonable Accommodations

Under the PDA and ADA, employers are required to provide reasonable accommodations to pregnant employees. These accommodations can vary depending on the nature of the job and the specific needs of the employee. Common examples include:

• Modified Work Schedules: Allowing flexible start and end times or reducing work hours.
• Physical Modifications: Providing a chair or stool for workers who need to stand for extended periods, or adjusting workstations to reduce physical strain.
• Temporary Reassignment: Offering light-duty work or reassigning non-essential tasks temporarily.
• Remote Work Options: Allowing employees to work from home when feasible, especially if their presence on-site is not critical.

Each case is unique, and the accommodations must be assessed on an individual basis to determine what is reasonable without imposing undue hardship on the employer.

Rights and Accommodations for Pregnant Employees

Pregnant employees have the right to request reasonable accommodations to help them perform essential job functions. These accommodations are not privileges but legal rights to uphold a fair and equitable work environment. If a pregnant worker encounters difficulties in obtaining necessary accommodations, our firm can help facilitate communication and negotiation with the employer to reach a satisfactory agreement.

Furthermore, employers cannot force pregnant employees to take leave if a reasonable accommodation is possible. The goal is to support the employee in maintaining their employment without compromising their health or well-being.

Seek Legal Assistance at Our Law Firm

If you are a pregnant worker facing challenges in securing reasonable accommodations, Marshall Forman & Schlein LLC is available to represent your best interests. Our experienced attorneys are dedicated to advocating for your rights and a respectful workplace. Contact us today for a consultation, and let us help you navigate the complexities of employment law with confidence and assurance. Your rights and well-being are our top priority.