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North Dakota Adds Clarity to Pregnancy Protections Under Existing Law

19 Jul


Update applicable to:

All employers conducting business in North Dakota

What happened?

North Dakota has enacted House Bill 1450, which takes effect August 1, 2023, and clarifies that “pregnant” includes pregnancy, childbirth and related medical conditions.

What are the details?

The North Dakota Human Rights Act prohibits employers of all sizes from failing or refusing to make reasonable accommodations for an otherwise qualified individual with a physical or mental disability because that individual is pregnant. This update is simply an addendum to the previous existing definition of “pregnant” within the Act.

For more information, please see the links below:

North Dakota Human Rights Act (see Section 14-02.4-03(2))

Article 1

Official Bill Page

Bill (HB1450)

What do employers need to do?

Employers should review their policies and procedures covering pregnancy in the workplace to ensure compliance with House Bill 1450 by August 1, 2023.and ensure that managers understand the employer’s duty to accommodate.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's North Dakota PEO services can help you navigate complex employment laws and keep your business compliant.

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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