Pregnancy discrimination is prohibited by federal law and most state laws, while some states also require employers to provide reasonable accommodations for pregnancy, childbirth and related medical conditions. As part of Virginia’s overhaul of its labor and employment laws—on which we previously reported—the Commonwealth also enacted Virginia Senate Bill 712, which amended the Virginia Human Rights Act (hereafter, the “VHRA”) to require covered employers to reasonably accommodate the known limitations of an employee as it relates to pregnancy, childbirth, or related medical conditions, unless such an accommodation would impose an undue hardship on the employer. passed laws to explicitly grant pregnant employees the right to accommodations at work. This website uses cookies to collect certain information about your browsing session. The employee is entitled to return to the same or similar position afterward. Also, this page only addresses state laws; county, city or other local laws may provide additional sources of protection. § 213.055; Mo. Code Regs. As is the case with the federal laws discussed above, the leave rights and other protections available under state laws may interact or overlap with federal laws. ch. 151B § 4 (2018) provides that it is unlawful discrimination for an employer to deny a reasonable accommodation for an employee’s pregnancy or any condition related to the employee’s pregnancy including, but not limited to, lactation or the need to express breast milk. 0000001406 00000 n #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Code Regs. 56, § 5210.110. Public employers with at least twenty-one employees shall grant an employee whose health is affected by pregnancy, childbirth, or a related medical condition the same employment benefits and privileges that the employer grants to other employees with similar ability to work who are not so affected, including allowing the employee to take disability or sick leave or other accrued leave that the employer makes available to temporarily disabled employees. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Kan. Stat. The amendment also requires that employers provide a place, other than a bathroom, for an employee to express breast milk. Ann. 0000006853 00000 n Discover the power of XpertHR employment law guidance and best practice at your fingertips with a free trial. “However, the EEOC’s guidance substantially expanded upon the EEOC’s previous interpretation regarding the rights of pregnant employees under the PDA and ADA. An employer need not provide health insurance for expenses arising from abortion, except where the life of the mother is endangered by the pregnancy or where medical complications have arisen from an abortion. Pregnancy accommodations at work Oregon law provides protections for pregnant workers and those who have health conditions related to pregnancy and childbirth, including expressing milk. And Alaska only details provisions for public employers. The state laws listed on the chart include laws prohibiting discrimination against pregnant women, and require an employer to apply the same benefits, terms, and conditions to pregnancy, birth, recovery or associated conditions as applied to other temporary disabilities or impairments. The right for pregnant persons to be treated the same as other individuals with similar disabilities.