Press Releases

WASHINGTON, DC – Today, Congresswoman Lori Trahan (MA-03) supported passage of H.R. 1065, the Pregnant Workers’ Fairness Act, a commonsense, bipartisan proposal that finally secures pregnant workers’ right to reasonable accommodations when they’re on the job.

“In 2021, workers in nearly half of the states around the country continue to be fired, denied basic accommodations, or denied employment in the first place simply because of their pregnancy. Each day that passes by without the Pregnant Workers Fairness Act becoming law is another day that we fail them and their children,” said Congresswoman Lori Trahan. “As someone who worked full time while pregnant with both of my daughters, I could not imagine having to choose between my job security and a healthy pregnancy. No mother should ever have to make that choice.”

The Pregnant Workers Fairness Act would finally secure clear protections for pregnant workers by clearly establishing their right to a “reasonable accommodation” so that no one is forced to choose between financial security and a healthy pregnancy.

Specifically, the legislation requires employers with 15 or more employees to make reasonable accommodations for job applicants or employees based on pregnancy, childbirth, or a related medical condition. These reasonable accommodations include simple changes such as providing appropriate seating, water breaks, closer parking, flexible work hours, appropriately sized uniforms and safety apparel, additional break time to use the bathroom, eat, and rest, and excusing pregnant workers from strenuous activities.

Under the Pregnant Workers Fairness Act: Private sector employers with more than 15 employees as well as public sector employers must make reasonable accommodations for pregnant workers (employees and job applicants with known limitations related to pregnancy, childbirth, or related medical conditions).

• Similar to the Americans with Disabilities Act, employers are not required to make an accommodation if it imposes an undue hardship on an employer’s business. 
• Pregnant workers cannot be denied employment opportunities, retaliated against for requesting a reasonable accommodation, or forced to take paid or unpaid leave if another reasonable accommodation is available.
• Workers denied a reasonable accommodation under the Pregnant Workers Fairness Act will have the same rights and remedies as those established under Title VII of the Civil Rights Act of 1964. These include lost pay, compensatory damages, and reasonable attorneys’ fees.
  • Public sector employees have similar relief available under the Congressional Accountability Act, Title V of the United States Code, and the Government Employee Rights Act of 1991. 

To read the Pregnant Workers Fairness Act fact sheet, click HERE. 

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