EEOC Final Rule on Pregnant Worker’s Fairness Act

This law went into effect in June 2023 and applies to employers with 15 or more employees. Now there’s a final rule explaining what employers must do to comply. In general, employers must provide reasonable accommodations for conditions including miscarriage and stillbirth, migraines, lactation, and pregnancy-related conditions (e.g., morning sickness). Examples of reasonable accommodations: additional breaks; temporary reassignments; telework; time off for recovery from childbirth or a miscarriage. No reasonable accommodation is required if it would impose an undue hardship on the employer. The final rule is effective on June 18, 2024. #Ideaoftheday