EEOC Prioritizes Enforcement of Pregnant Workers Fairness Act

The U.S. Equal Employment Opportunity Commission (EEOC) has recently intensified its focus on enforcing the Pregnant Workers Fairness Act (PWFA), a critical development for employers nationwide. In September, the EEOC filed its first three lawsuits against companies accused of violating the PWFA. These cases underscore the importance of accommodating medical conditions related to pregnancy, which is now a federal requirement.

Key Violations Under PWFA

The EEOC's lawsuits highlight significant employer failures to accommodate pregnant employees, including:

• Failure to Adjust Job Duties: In one case, an eight-month pregnant employee was forced to continue performing labor-intensive tasks that required lying on her stomach—despite her doctor’s orders to avoid such strenuous activity.
• Denial of Breastfeeding Accommodations: Another lawsuit alleges that an employer refused to accommodate an employee’s medically necessary requests, including expressing breast milk after returning from maternity leave.

These legal actions serve as a wake-up call for businesses to review their policies regarding pregnant workers and ensure they are in compliance with the PWFA. Under this law, employers must provide reasonable accommodations for employees’ pregnancy, childbirth, and related medical conditions unless it poses an undue hardship.

What Employers Should Do Now

With the EEOC signaling that PWFA enforcement is a top priority, employers should take immediate steps to stay compliant. Here are some actionable tips:

1. Review Policies: Ensure that your workplace policies regarding pregnancy and childbirth accommodations align with federal requirements.
2. Train Managers: Educate managers and HR personnel on the importance of providing reasonable accommodations, including time for breastfeeding or adjusted work duties.
3. Consult Experts: Engage professionals to conduct a compliance audit and ensure your company’s practices meet PWFA standards. (Check out our PWFA Webinar here!)

Ignoring the new enforcement priorities could result in costly litigation and reputational damage. Stay ahead by proactively addressing the needs of pregnant employees.

PWFA Fact Page on the EEOC's official website. 

✴️Need help keeping your organization compliant? Contact us! 

---

Since 1964, CTR has been a trusted partner. As a Payroll & HR Partner, we offer a complete Human Capital Management (HCM) solution to help businesses manage employees from hire to retire. We provide award-winning software and expert, personalized service to automate and simplify every aspect of the employee life cycle: Payroll, HR, Benefits, Workforce Management, Talent Acquisition, Talent Management, Tax, Compliance, and more. 💼

What sets us apart? Our Dedicated Support Rep Model—your dedicated rep will know you, your business, and provide fast, expert service. Our team includes Subject Matter Experts with over 20 years of experience, ensuring you receive guidance through even the most complex situations. 📍 Based in Pittsburgh, PA, CTR is a third-generation, family-owned company with over 60 years in the business. Our core values focus on being “All In,” relentless problem-solving, and exercising the basics better than anyone—principles that have fueled our success. 🚀

If you can’t say you LOVE your Payroll & HR provider, it’s time to Contact CTR! 💙 🌐 https://ctrhcm.com/contact 📞 Reach us: (800) 468-2794 📧 Email: sales@ctrhcm.com

View our recent HR management & compliance webinars here: https://ctrhcm.com/resources/