Pregnant Workers Fairness Act

On April 15, 2024, the EEOC issued its final regulation and interpretive guidance (“PWFA Regulations”) for the enforcement of the Pregnant Workers Fairness Act (“PWFA”), a law that took effect in June 2023. The PWFA supplements existing federal anti-discrimination law by requiring covered employers to provide reasonable accommodations to qualified employees or applicants with known limitations related to pregnancy, childbirth, or related medical conditions absent an undue hardship on the employer. The final regulation will go into effect on June 18, 2024.

This rule provides additional protection for nearly 2.8 million pregnant workers each year, especially Black women and other women of color who are more likely to work during their pregnancy and live in states without pregnancy accommodation laws.

The Fair Labor Standards Act (FLSA) requires employers to provide reasonable break time for an employee to express breast milk for their nursing child for one year after the child's birth each time such employee needs to express the milk. Employees are entitled to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.
 

Join Us to Learn

What the Pregnant Workers Fairness Act (PWFA) is and the requirements
- How the PWFA mandates employers to follow reasonable accommodation regulations.
- What an eligible employee is.
- What an eligible Employer is.
- What the enforcement is for Employers’ who violate the PWFA.
- When allegations of violating the PWFA start.
- How Employers need to provide reasonable accommodation options to candidates and employees.
- What the Interactive Process is.
- How you can track the Interactive Process to avoid litigation and court settlements.
- The examples of what reasonable accommodations are allowed.
- What Other Medical Conditions are included in the PWFA.
- What constitutes an Undue Hardship for Employers to be exempt.
- How states are managing the state regulations around pregnancy protections.
- How the PUMP Act and Pregnant Workers Fairness Act help employees and have challenges for Employers.
- What the requirements are for the federal regulations and when they are effective.
- How Employers need to make changes to employee handbooks and policies to comply with the new regulations.
- How training managers and supervisors will help Employers comply with the new regulations.
 

Why You Should Attend

Employers should review their handbooks and other policies to ensure that they are updated to comply with these changes. In addition, employers should educate their supervisors and managers about the changes in the law to help avoid inadvertent missteps in the future.
 

Who will Benefit

- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers
- Supervisors
- Employers in all industries