Workplace Protections for Moms

Workplace Protections for New Mothers in the United States

The United States has several federal laws providing workplace protections for new mothers. Here's an overview of key legislation:

Pregnant Workers Fairness Act (PWFA)
- Effective from June 27, 2023
- Requires employers with 15 or more employees to provide reasonable accommodations for pregnancy, childbirth, or related medical conditions
- Protects against discrimination based on pregnancy status

Fair Labor Standards Act (FLSA)
- Mandates employers provide reasonable break time for employees to express breast milk for one year after child's birth
- Requires a private space, other than a bathroom, for milk expression
- Applies to employers with 50 or more employees

Pregnancy Discrimination Act (PDA)
- Amends Title VII of the Civil Rights Act
- Prohibits discrimination based on pregnancy, childbirth, or related medical conditions
- Applies to employers with 15 or more employees

Family and Medical Leave Act (FMLA)
- Provides up to 12 weeks of unpaid, job-protected leave per year
- Maintains group health insurance coverage during leave
- Applies to public agencies, schools, and private sector employers with 50 or more employees

Title VII of the Civil Rights Act
- Prohibits discrimination based on sex, including pregnancy and related conditions
- Covers current, past, and potential pregnancy
- Applies to employers with 15 or more employees

Americans with Disabilities Act (ADA)
- Requires reasonable accommodations for pregnancy-related disabilities
- Applies to employers with 15 or more employees

State-Specific Protections:
Some states offer additional protections. For example:
- California, New Jersey, Rhode Island, New York, Washington, and Massachusetts have paid family leave programs
- Colorado and Oregon have paid family leave laws that will take effect in 2024 and 2023 respectively

These laws aim to support new mothers in the workplace, but implementation and enforcement can vary. Employees should familiarize themselves with both federal and state laws applicable to their situation. Employers are responsible for complying with these regulations and may face penalties for non-compliance.