Private employers with 15+ employees, federal/state/local employers, employment agencies, and labor organizations.

• Sitting instead of standing

• Extra breaks or restroom time

• Light duty

• Adjusted schedules for OB visits

• Remote work

• Snacks and hydration at workstations

Yes, similar to the ADA—employers and employees must discuss job functions and reasonable accommodations.

You are a qualified employee if you can currently perform essential functions with or without accommodations—or if you will be able to do so in the near future if temporarily unable.

•Failing to provide reasonable accommodations for known pregnancy-related limitations, unless it causes undue hardship.

• Forcing leave instead of accommodation

• Retaliation for requesting accommodation

• Coercion or threats for using rights under the Act

• Retaliation for requesting accommodation

Employees who prove their employer violated PWFA in court may be entitled to compensation and attorneys' fees. Employers are given the chance to prove they made a sincere effort to accommodate ("good faith" defense), but, in other cases, may be faced with punitive fees.

If they're denying reasonable accommodation for 'undue hardship', the employer has to prove that the accommodation would cause significant difficulty or expense.

A mental or physical condition related to pregnancy or childbirth that the employee tells the employer about—it does not need to qualify as a disability.