EEOC: Pregnancy Compliance
Access this expert-led webinar instantly, available anytime on-demand.
Included in All-Access Membership Live Webinar
On-Demand Webinar Available
Customer Satisfaction Guarantee Learn with confidence. If you're not happy, we'll make it right. That's our guarantee.
Three key federal laws protect job applicants and employees who are pregnant: Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Pregnant Workers Fairness Act (PWFA). This webinar provides a comprehensive overview of the coverage and protections available under each law, including how they intersect and where employers most often face compliance challenges. Attendees will gain clarity on how these federal employment laws apply in real-world workplace situations and how to proactively reduce risk.
The presentation will also review recent EEOC guidance on pregnancy discrimination, harassment, and retaliation, along with best practices for compliance. By examining current enforcement priorities and practical workplace scenarios, this session equips HR professionals, managers, and compliance leaders with the knowledge needed to support pregnant workers while maintaining lawful and consistent employment practices.
Your Benefits For Attending:- Brief history of the Pregnancy Discrimination Act and key court interpretations
- How pregnancy-related conditions are addressed under the Americans with Disabilities Act
- Understanding pregnancy and leave rights under the Family and Medical Leave Act (FMLA)
- The EEOC’s current stance on accommodations for pregnant workers
- Key requirements and employer obligations under the Pregnant Workers Fairness Act
Attending this webinar will help you confidently navigate pregnancy-related workplace issues, minimize legal risk, and implement compliant policies that protect both your organization and your employees. You’ll walk away with practical guidance you can immediately apply to ensure fair treatment and regulatory compliance.
-
Sheila M. Abron (Willis)
Sheila Abron is a partner at Fisher Phillips, LLP, where she represents employers in all types of employment law matters, federal contractor compliance, Title IX compliance, and pay equity. She frequently advises employers and speaks on topics regarding hiring, discipline, investigations, dive [...]
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.HRCI Credit
SHRM Credit
Invest in your future with confidence! Our Customer Satisfaction Guarantee eliminates all risk, letting you focus purely on mastering new skills and advancing your career. If you're not completely satisfied, we'll ensure you are. Your satisfaction is not just a promise; it's our guarantee.
This webinar received a total of 5 survey responses. Attendees have given an average rating of 3.9 stars out of a possible 5, reflecting the quality and value of the content presented.
Webinar Presentation
How many of the objectives of the event were met?
3.6 Stars
How useful was the information presented at this event?
3.6 Stars
Overall, how satisfied were you with this event?
3.6 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
4.2 Stars
How closely did the presenter follow the schedule?
4.4 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Amy S.
April 2, 2026
2.4 / 5
Webinar Rating:
1.7 Stars
Speaker Rating:
3.5 Stars
Do you have any other comments, questions or concerns?
Please advertise webinars with a level, such as beginner, intermediate or expert. This session was too basic for a seasoned accommodation professional.
Jessica E.
April 1, 2026
5.0 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
5.0 Stars
Do you have any other comments, questions or concerns?
Sheila Abron is a great presenter. She is very knowledgeable and gives good insight to the topics she presents.
Deborah V.
March 31, 2026
3.6 / 5
Webinar Rating:
3.0 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
I believe our situation requires a specialized approach due to the nature of bus drivers.
Susan S.
March 31, 2026
3.4 / 5
Webinar Rating:
3.3 Stars
Speaker Rating:
3.5 Stars
Do you have any other comments, questions or concerns?
Was a bit basic. I was hoping for more recent case study and best practices.
Dalia R.
March 31, 2026
5.0 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
5.0 Stars
Do you have any other comments, questions or concerns?
Very informative!!
Frequently Asked Questions
Three federal laws collectively provide workplace protections for pregnant employees, each with distinct scope and obligations. Title VII of the Civil Rights Act (as amended by the Pregnancy Discrimination Act of 1978) prohibits discrimination based on pregnancy, childbirth, or related medical conditions in all aspects of employment—hiring, termination, compensation, and terms of work—treating pregnancy-related conditions the same as other temporary disabilities. The Americans with Disabilities Act (ADA) may apply when pregnancy-related conditions—such as gestational diabetes, severe morning sickness, or preeclampsia—rise to the level of a disability, requiring employers to provide reasonable accommodations through the interactive process. The Pregnant Workers Fairness Act (PWFA), enacted in 2023, fills gaps left by the other laws by explicitly requiring employers with 15 or more employees to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions—even when those conditions do not meet the ADA's disability threshold. Unlike the ADA, the PWFA does not require the employee to prove a disability; any known physical or mental limitation related to pregnancy triggers the accommodation obligation. Understanding how these laws intersect and which applies in a given situation is essential for HR compliance, as some scenarios may invoke multiple protections simultaneously.
The Pregnant Workers Fairness Act (PWFA), effective June 2023, requires covered employers to provide reasonable accommodations to qualified employees and applicants with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions—unless doing so would impose an undue hardship. The PWFA is notably broader than the ADA: it covers limitations that do not rise to the level of a disability and applies to conditions related to childbirth and postpartum recovery, not just pregnancy itself. Common accommodations under the PWFA may include more frequent rest breaks, permission to carry water, modified job duties, adjusted schedules, temporary reassignment from strenuous or hazardous tasks, seating accommodations, and leave. The PWFA also explicitly prohibits employers from requiring an employee to take leave when a different accommodation would enable continued work. Employers cannot deny employment opportunities, require the employee to accept an unreasonable accommodation, or retaliate against employees for requesting accommodations under the PWFA. The interactive process obligations are similar to those under the ADA: employers must engage in a timely, good-faith dialogue with the employee to identify effective accommodations. The EEOC issued final regulations implementing the PWFA in April 2024 that provide additional guidance on covered conditions and the accommodation process.
The Family and Medical Leave Act (FMLA) provides eligible employees at covered employers with up to 12 weeks of unpaid, job-protected leave per year for qualifying reasons, including the birth of a child, care for a newborn, incapacity due to pregnancy, prenatal care, and serious health conditions related to pregnancy or childbirth. FMLA leave rights operate alongside—not instead of—the protections provided by Title VII, the ADA, and the PWFA, creating a layered framework that HR professionals must manage carefully. An employee may use FMLA for pregnancy-related incapacity before childbirth, and this leave counts against the 12-week entitlement even if the employee later takes additional leave postpartum. When pregnancy-related conditions qualify as disabilities under the ADA or PWFA, reasonable accommodation obligations may arise separately from FMLA leave rights—for example, schedule modification or light duty that allows the employee to continue working may be required under the ADA/PWFA even when the employee has not requested FMLA leave. State laws in many jurisdictions provide pregnancy-related leave rights that exceed FMLA minimums, including paid leave, longer durations, and coverage for employers below the federal 50-employee threshold. The interaction of these frameworks requires HR to assess each pregnancy-related situation under all applicable laws simultaneously to ensure complete compliance.
Pregnancy discrimination charges remain among the most frequently filed with the EEOC, reflecting persistent compliance gaps across many organizations. The most common violations include: adverse actions taken against employees shortly after disclosing pregnancy—terminations, demotions, or elimination of positions that courts find suspiciously timed; failure to provide accommodations available to other employees with similar work restrictions on non-pregnancy grounds; applying attendance policies rigidly to pregnancy-related absences without considering accommodation obligations; forcing pregnant employees onto leave rather than providing a less restrictive accommodation; assuming a pregnant employee will not return after delivery and making employment decisions based on that assumption; and harassment based on pregnancy, including comments about the employee's ability to perform her job, appearance, or commitment. Under the PWFA, new violations include refusing to engage in the interactive process when an employee requests an accommodation for a pregnancy-related condition, and requiring an employee to take leave when alternative accommodations would address the limitation. Retaliation against employees who request pregnancy accommodations or file discrimination complaints is a separately actionable violation with significant damages exposure. Training managers to recognize the breadth of pregnancy protection laws and to immediately route accommodation requests to HR is among the most effective preventive measures available to organizations.
Building a legally compliant and genuinely supportive framework for pregnant workers requires proactive policy development, manager training, and consistent application of accommodation processes. Best practices include: updating policies to explicitly reflect PWFA, ADA, and Title VII obligations in plain, accessible language; training all managers on the full scope of pregnancy protection laws—including the PWFA's broader coverage compared to the ADA—and their obligation to promptly route accommodation requests to HR rather than making unilateral decisions; implementing a clearly communicated accommodation request process that employees can initiate without fear of retaliation; applying attendance, performance, and leave policies consistently regardless of pregnancy status, documenting any case-by-case adjustments to demonstrate non-discriminatory application; auditing compensation and promotion decisions for patterns that may reflect pregnancy-related bias; and reviewing job descriptions to ensure physical requirements are genuinely essential and accurately described. Postpartum and lactation accommodations—including reasonable break time and private space for nursing under the PUMP Act—should be explicitly addressed in organizational policy. Creating a culture where pregnancy-related needs are normalized rather than stigmatized, and where employees feel safe raising concerns, is the cultural complement to structural legal compliance and significantly reduces both litigation risk and talent loss from departing pregnant employees.