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April 2023: New Pregnancy Accommodation Notice for the State of Oregon

05 Apr


Update Applicable to:
All employers with six or more employees in the state of Oregon.

What happened and what are the details?
On March 3, 2023, the Oregon Bureau of Labor and Industries updated its Pregnancy Accommodation notice. The revised statement reflects the addition of a reasonable leave period as an acceptable form of accommodation.

Which workers are covered?
All employees or applicants with known limitations related to pregnancy-related medical conditions, including lactation, are covered by this law.

What “reasonable accommodations” does my employer need to provide?
Reasonable accommodations are not specifically limited by law but could include the following:

  • Acquisition or modification of equipment or devices;
  • More frequent or longer break periods or periodic rest;
  • Assistance with manual labor; or
  • Modification of work schedules or job assignments

When does reasonable accommodation become unreasonable?
It becomes unreasonable if it would cause your employer undue hardship. Undue hardship is an action that is significantly difficult or expensive in relation to the size of the employer, the resources available, and the nature of the business.

An employer that refuses an accommodation based on undue hardship should be prepared to prove that the accommodation would create an undue hardship.

For more information, please see the links below:

Template Notices: English; Spanish

State Article

What do employers need to do?
Employers should review the links provided above and update their new posters as soon as possible to comply with the law.

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

Learn more about how Vensure's Oregon 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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