A parking space that’s closer to the office. More rest breaks and more schedule flexibility for doctor visits. Even just a stool to sit on at a job with lots of standing.
More than a decade after the first legislative efforts, the Pregnant Workers Fairness Act will take effect Tuesday, June 27 — and advocates and regulators say it’s a clear win for new and expecting mothers. The protections aren’t just for pregnant workers at office jobs, said Elizabeth Gedmark, vice president at A Better Balance, a legal advocacy organization that’s been instrumental in the push for the law. They’ll extend to sectors like retail, restaurants, warehouses, hotels, healthcare and other industries too, she said.
Now, “they can directly ask for those accommodations,” said Carol Miaskoff, legal counsel at the Equal Employment Opportunity Commission, the federal regulator enforcing the law and writing the regulations for its day to day use. The federal law works alongside more than 30 state and local laws for pregnant workers. One big difference is while there’s no federal law requiring paid medical and family leave, state and local laws might offer paid leave, Gedmark said.
Which employers have to follow the Pregnant Workers Fairness Act? The law applies to private-sector employers with at least 15 workers. It also includes labor organizations, employment agencies and public sector employers like Congress, federal agencies and state and local governments.