What HR Needs to Know About the Pregnant Workers Fairness Act (PWFA) Final Rule

If you support employees through life transitions like pregnancy and return-to-work, this update is one you’ll want to keep on your radar.

As of June 18, 2024, the EEOC’s final rule under the Pregnant Workers Fairness Act (PWFA) is officially in effect. This rule applies to employers with 15 or more employees and expands the requirements for reasonable accommodations related to pregnancy, childbirth, and related medical conditions.

So, what changed?

The biggest shift is that employees no longer have to meet the ADA’s definition of “disabled” to qualify for accommodations. That means common pregnancy experiences like morning sickness, fatigue, or lifting restrictions can now fall under the umbrella of legally protected needs.

This law emphasizes proactive, supportive HR. Employers must now engage in the interactive process, even for short-term or seemingly minor conditions that previously might’ve been denied.

Why this matters for HR and People Leaders

This final rule broadens your responsibility but also gives you a clearer framework to support employees through pregnancy and postpartum.

If your team hasn’t reviewed policies or manager training lately, now’s the time.

Think about your leave policies, accommodation forms, and manager talking points. Are they up to date? Do they reflect the language and intent of the PWFA?

Ignoring or mismanaging these updates could put your organization at risk and impact the employee experience at a crucial moment in their lives.

Here’s one quick tip:

Train your frontline managers now. They’re often the first to hear, “Hey, I’m expecting.” Make sure they know what qualifies as an accommodation request, when to escalate it, and how to respond with empathy, not assumptions.

Written by Tori Sumner, A Leave & Disability Operations Leader and Founder of Beyond Workforce Solutions. With over a decade of experience managing FMLA, ADA, and state leave programs, Tori specializes in turning complex leave administration into compliant, employee-focused strategies.