Update Applicable to:
All employers with 15 or more employees.
On December 29, 2022, President Biden signed H.R. 2617 into law, which includes more pregnancy accommodations and protection for pregnant employees.
What are the details?
The Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers (PUMP Act) were included in a $1.66 trillion spending bill known as H.R. 2617. They would require companies to provide pregnant workers with reasonable accommodations, such as limits on heavy lifting and more frequent breaks. Currently, federal law only requires those accommodations if employers give them to workers with injuries or medical conditions.
Pregnant Workers Fairness Act (PWFA)
PWFA requires employers to provide reasonable accommodations for all pregnant workers unless it would cause the employers “undue hardship.” The law is modeled after the Americans With Disabilities Act, which requires employers to make reasonable accommodations for disabled workers but doesn’t apply to most pregnant workers. Pregnancy is not considered a disability.
The new rule also prohibits companies from discriminating against job applicants or denying them jobs based on pregnancy.
Providing Urgent Maternal Protections for Nursing Mothers (PUMP Act)
The PUMP Act requires that employers designate time and space for nursing employees to pump milk during the day. Time spent pumping must also count as hours worked if employees do their jobs simultaneously. The Pump Act strengthened protections from 2010, which covered hourly employees for up to one year, including salaried and hourly employees for up to two years.
This bill went into effect immediately upon the signage.
For more information, please see the links below:
What do employers need to do?
Employers should review the links above and adjust their policies regarding pregnant workers to ensure they comply with the law.
Schedule a Call
Learn more about VensureHR and how we can make an impact on your business.Contact VensureHR
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.