5 Questions Doctors Can Ask to Protect Pregnant & New Moms at Work

Simple ways providers can support patients under the PWFA and PUMP Act

Work is one of the most overlooked drivers of health during pregnancy and postpartum.

Patients may tell you about sleep, mood, or physical symptoms but not always the work conditions contributing to them. And without that context, it’s easy to miss opportunities to intervene.

A few targeted questions can surface issues that are directly actionable under the Pregnant Workers Fairness Act (PWFA) and the PUMP Act, two laws that give patients the right to adjustments at work.

Below are five questions that fit naturally into clinical care, and how to use the answers in a way that actually helps patients.

1. “What does a typical workday look like for you?”

This question helps you understand the patient’s baseline demands both physically and mentally.

You’re listening for:

• Long periods of standing or lifting

• Limited control over schedule

• High stress or cognitive load

• Lack of privacy or flexibility

  
  

What to do with the answer

If the job appears demanding, you can begin connecting symptoms to work conditions.

This is often the first step in identifying a PWFA-covered need, whether physical (fatigue, pain) or mental (anxiety, overwhelm, reduced concentration). Under the PWFA, accommodations can include the temporary removal or modification of essential job duties, if needed to support the employee during pregnancy or postpartum.

It also helps you avoid overly broad recommendations. A patient who lifts occasionally may not need a full lifting restriction, but may benefit from modified lifting or assistance, which is more likely to keep them working.

2. “Are you able to take breaks when you need them?”

Break access is essential during pregnancy and postpartum, not just for physical needs, but for mental regulation and recovery.

What to do with the answer

If the patient cannot take breaks:

• During pregnancy, this may support a PWFA accommodation (e.g., scheduled or more frequent breaks).

• Postpartum, this may raise PUMP Act issues if the patient needs to pump.

  
  

You can:

• Document the need for regular breaks

• Normalize that this is medically appropriate

• Support a targeted accommodation request

3. “Has work made any part of your pregnancy or recovery harder?”

This question helps patients connect symptoms to environment which is something they often won’t do on their own.

You may uncover:

• Worsening anxiety or depression tied to work

• Difficulty attending care

• Increased physical strain

• Cognitive or emotional overload

  
  

What to do with the answer

If work is exacerbating symptoms:

• Document that a pregnancy- or postpartum-related condition is affecting work functioning (this is key under the PWFA)

• Recommend specific, functional adjustments (e.g., schedule flexibility, reduced consecutive hours, time for therapy)

  
  

Mental health conditions, especially postpartum depression and anxiety, are often under-addressed in workplace discussions, but they can and should be part of accommodation planning.

4. “Do you have a private space and time to pump at work?” (for postpartum patients)

Patients frequently assume pumping challenges are something they need to manage quietly.

What to do with the answer

If the answer is no, or inconsistent, this may be a PUMP Act issue.

You can:

• Clarify that patients are entitled to break time and a private, non-bathroom space

• Encourage them to raise the issue clearly with their employer

• Provide documentation if helpful

  
  

If problems persist, patients should follow up in writing. This helps trigger the employer’s obligation to fix the issue, including the 10-day window to come into compliance.

5. “Would it help to have a note or guidance for your employer?”

This is often where providers can have the most direct impact but also where well-intentioned documentation can unintentionally create problems.

What to do with the answer

If the patient wants a note, focus on precision over broad restriction.

Overly vague or absolute recommendations like:

• “No lifting”

• “Off work”

• “Avoid stress”

  
  

can sometimes backfire. Employers may interpret these as meaning the employee cannot perform the essential functions of the job, which can put the patient at risk of being pushed out of work rather than accommodated.

Instead, aim for specific, functional guidance, such as:

• “Limit lifting to [X] pounds; assistance recommended above that threshold”

• “Requires a 10–15 minute break every 2–3 hours”

• “Needs flexibility for weekly medical or therapy appointments”

• “Would benefit from a modified schedule or reduced consecutive hours temporarily”

  
  

The goal is to support the patient in staying at work safely, not unintentionally excluding them from it.

Why This Matters

Patients are often navigating workplace challenges quietly, especially when those challenges involve mental health.

They may not know:

• That anxiety or postpartum depression can qualify for accommodations

• That pumping is legally protected

• That the way a medical note is written can affect whether they stay employed

  
  

Providers don’t need to become legal experts, but they do play a key role in shaping outcomes.