Matt Vaadi breaks down what employers can offer pregnant workers under the PWFA: more frequent breaks, flexible schedules, temporary reassignment away from strenuous work, and seating for standing jobs. The law requires an interactive process between employer and employee to find the right fit for each pregnancy.
The fourth key aspect of the law is the possible accommodations under the PWFA. So the PWFA includes a list of potential accommodations that employers might consider providing to pregnant workers. These accommodations are designed to help employees continue working safely and effectively during their pregnancy. Examples of reasonable accommodations under the PWFA might include more frequent breaks, modified work schedules, temporary reassignment to less strenuous or hazardous duties, or the provision of seating for jobs that typically require standing. The law encourages employers and employees to engage in an interactive process to determine the most appropriate accommodation for the employee's specific situation. The process is meant to be flexible, recognizing that every pregnancy is different and that the needs of each worker vary.
