Last July, the Equal Employment Opportunity Commission (EEOC) issued an Enforcement Guidance regarding the rights of pregnant women1 under the Pregnancy Discrimination Act (PDA). The PDA provides that “women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment related purposes…as other persons not so affected but similar in their ability or inability to work.”2
The Guidance directly addressed whether or not an employer that provides work accommodations to non-pregnant employees with work limitations must also provide work accommodations to pregnant employees who are “similar in their ability or inability to work.” The Guidance answered this question in the affirmative, stating that the PDA requires an employer to provide light-duty work for a pregnant worker if the employer has a policy or practice of providing light duty to workers injured on the job and/or to employees with disabilities under the Americans with Disabilities Act (ADA). This was the first time in several years that the EEOC took an official position regarding the obligation of employers to provide accommodations to pregnant women.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
