The Bipartisan Policy Center reported that 20% of expectant mothers have experienced some type of discrimination due to pregnancy. Pennsylvania employers have a responsibility to ensure that they are in compliance with laws protecting these vulnerable employees.
These regulations safeguard the rights and well-being of expectant workers. They also promote a fair and inclusive workplace. Knowing the key points can assist employers in following the laws.
Reasonable accommodations
Employers must provide reasonable accommodations to pregnant employees. This might include adjustments to their job duties, schedule or workplace environment. Employers must consider and provide these accommodations if possible.
Equal treatment
Employers must treat pregnant employees the same as other employees with temporary disabilities. They should provide accommodations to them in a similar manner as for other medical conditions or injuries.
Notice
Pregnant employees do not have to provide notice of their pregnancy or their need for accommodations right away. Employers prepare to respond promptly and appropriately to accommodation requests when the employee makes them.
Pregnancy discrimination
State and federal law prohibits pregnancy discrimination. Employers must not make employment decisions, such as hiring, firing, promotions or pay, based on an employee’s pregnancy or pregnancy-related conditions.
Maternity leave
Employers should also be aware of the federal Family and Medical Leave Act and Pennsylvania Family and Medical Leave Act. These laws provide eligible employees with job-protected leave.
Lactation accommodations
Pennsylvania law requires employers to provide reasonable break time. They must also provide a private, sanitary location that is not a bathroom for employees to express milk during work hours.
Pennsylvania employers have an obligation to provide pregnant employees with a fair and inclusive workplace. Knowing about these requirements allows for fostering a supportive environment for expectant mothers.