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EEOC Starts Accepting Charges Under New Pregnant Workers Fairness Act

11 Jul


Update applicable to:

All employers

What happened?

The U.S. Equal Employment Opportunity Commission (EEOC) has begun accepting charges of discrimination under the Pregnant Workers Fairness Act (PWFA) for incidents that occurred on or after June 27, 2023.

What are the details?

The Pregnant Workers Fairness Act (PWFA) requires employers to provide reasonable accommodations to pregnant workers unless it causes undue hardship. This law expands protections against pregnancy discrimination under Title VII of the Civil Rights Act. The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing this new law and providing support to both employers and workers.

The EEOC has released educational resources, including tips for workers to request accommodations, a video series, and a revised poster that must be displayed in most workplaces. These resources aim to inform workers about their rights and assist employers in implementing the PWFA’s requirements.

For more information, please see the links below:

Educational Resources

Workers Requesting Accommodations

Know Your Rights Video Series

“Know Your Rights” Poster

What You Should Know about the Pregnant Workers Fairness Act

Infographic for Employers

Informational Poster

What do employers need to do?

Employers need to ensure that they provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions. Employers who are not familiar with the requirements should review all of the above links.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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