{"id":6276,"date":"2024-04-15T18:13:00","date_gmt":"2024-04-15T18:13:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=6276"},"modified":"2026-02-05T05:13:12","modified_gmt":"2026-02-05T10:13:12","slug":"pregnant-workers-fairness-act-regulations-take-effect","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/pregnant-workers-fairness-act-regulations-take-effect\/","title":{"rendered":"Pregnant Workers Fairness Act regulations take effect June 18"},"content":{"rendered":"\n
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by Emily Scace<\/strong>, Senior Legal Editor at Brightmine<\/p>\n<\/div>\n\n\n\n

The Equal Employment Opportunity Commission (EEOC) has issued a final rule<\/a> setting out regulations to implement the Pregnant Workers Fairness Act (PWFA), a landmark federal law that expanded employees’ rights to obtain reasonable accommodations at work for pregnancy, childbirth and related medical conditions.<\/p>\n\n\n\n

The PWFA requires covered employers<\/a> to reasonably accommodate employees’ known limitations that result from pregnancy, childbirth and related medical conditions, unless an accommodation would impose an undue hardship on the employer. The law, which directed the EEOC to issue implementing regulations by December 29, 2023, took effect in June 2023. Proposed regulations<\/a> were issued in August 2023, and the final regulations are projected to take effect June 18, 2024 – 60 days after their upcoming publication in the Federal Register.<\/p>\n\n\n\n

Although the EEOC responded to the many public comments it received on the August 2023 proposed rule, the agency made only modest changes from the proposal to the final regulation. They include:<\/p>\n\n\n\n