We Have to Speak Up at Work — And Here’s How

The steps to take now to protect yourself later under the PWFA and PUMP Act

Most people don’t think about legal protections when something first feels off at work.

They think:

• “Maybe this will pass.”

• “I don’t want to make it a big deal.”

• “I’ll just push through for now.”

That instinct is completely understandable, especially during pregnancy or postpartum, when you already have so much on your plate.

But here’s the part that matters:

Your rights under the PWFA and PUMP Act only really work if you speak up.

Not perfectly. Not aggressively. But clearly enough that your employer knows you need something, and has the chance to respond.

Because if you ever need to assert your rights later, the question will be:

Did you ask?

Did your employer respond?

That process starts with a few specific steps.

Step One: Connect What You Need to Pregnancy or Postpartum

You don’t need to share your full medical history. But you do need to make the connection clear.

Instead of saying: “I’m overwhelmed”

Say: “I’m dealing with a pregnancy or postpartum related issue that’s affecting my work.”

This matters because both the PWFA and PUMP Act are triggered by that connection.

Step Two: Make a Clear, Specific Request

General concerns are easy to sidestep. Specific requests are not.

Think in terms of what would actually help you function at work:

• Breaks

• Schedule changes

• Time for appointments

• A private space to pump

You don’t have to get it exactly right, but you do need to ask for something concrete.

Step Three: Put It in Writing

This is the step people skip but it’s the one that protects you the most.

Even if you talk in person, follow up with a short email that:

• States your request

• Connects it to pregnancy/postpartum

• Asks for next steps

This creates a record that the law can actually recognize.

Step Four: Give Your Employer a Chance to Respond

Under the PWFA, employers are supposed to engage in a back-and-forth conversation (called the “interactive process”).

They may:

• Approve your request

• Suggest an alternative

• Ask for clarification

That’s normal. What matters is that the conversation is happening.

Step Five: Follow Up If You Don’t Get an Answer

No response doesn’t mean no obligation.

If you don’t hear back, follow up. Keep it simple and direct. This shows that:

• Your request is ongoing

• The issue hasn’t been resolved

Step Six: Keep a Basic Record

You don’t need anything formal. Just keep track of:

• When you asked

• What you asked for

• How your employer responded

If things go sideways later, this becomes your timeline.

How This Applies to the PWFA

The Pregnant Workers Fairness Act is about accommodations: changes at work that allow you to keep doing your job in a way that recognizes pregnancy and postpartum issues that arise.

To be protected, you generally need to:

1. Say that your need is related to pregnancy or postpartum

2. Request a specific change

3. Give your employer a chance to respond

Here’s what that can look like in practice:

PWFA Script (Use, Adapt, or Send as-is)

1. Start with the connection:  “I’m experiencing a pregnancy/postpartum-related medical issue that’s affecting my ability to work in my current schedule/setup.”

2. Make the request: “I’d like to request [specific change—e.g., a later start time, additional breaks, flexibility for appointments, temporary adjustment to duties].”

3. Keep it open: “I’m open to discussing what options would work best.”

4. Put it in writing (email version):

“Hi [Manager/HR],

I’m writing to request a workplace adjustment due to a pregnancy/postpartum-related condition. Specifically, I’m requesting [insert request]. I’m happy to discuss options and next steps. Please let me know how we can move forward.”

How This Applies to the PUMP Act

The PUMP Act is more straightforward but you still need to assert it clearly.

You are entitled to:

• Break time to pump

• A private, non-bathroom space

To protect yourself, you need to request both and give your employer a chance to fix any issues.

There’s also an important procedural piece many people don’t know:

NOTE: If your employer isn’t providing proper pumping breaks or space, you generally must give them 10 days to fix the problem before filing a claim.

That makes how you ask, and when you document it, especially important.

PUMP Act Script

1. State your need: “I will need to pump breast milk during the workday.”

2. Be specific:  “I’ll need reasonable break time and a private space that is not a bathroom.”

3. Set expectations: “I’d like to coordinate a plan for when and where this can happen.”

4. Put it in writing:

“Hi [Manager/HR],

I’m returning to work and will need break time and a private space to pump breast milk during the day. I’d like to confirm how this will be set up. Please let me know next steps.”

5. If there’s a problem, follow up clearly (this starts the clock):

“Hi [Manager/HR],

I’m following up because I’m not currently able to take adequate pump breaks / don’t have access to a compliant space. I wanted to flag this and give the company an opportunity to address it. Please let me know how this will be resolved.”

Why These Steps Matter

If everything goes well, these steps lead to a simple outcome: you get what you need and move on.

But if things don’t go well, these same steps do something else, they protect you.

They show that:

• You made a request tied to pregnancy/postpartum

• Your employer knew about it

• Your employer had the opportunity to respond (including the 10-day window under the PUMP Act)

That’s what turns a difficult situation into something you can actually enforce.

The Bottom Line

You don’t need to escalate anything to start protecting yourself. You just need to:

• Say what’s going on

• Ask for what you need

• Put it in writing

That’s how these laws are meant to work.

And that’s how you make sure they work for you.