Pregnancy can be a very trying time. Even those who are excited about expanding their families may face unexpected medical challenges. Preeclampsia, gestational diabetes and a host of other medical issues can arise with minimal warning.
Women attempting to work throughout their pregnancies may require accommodations from their employers. The refusal to accommodate a pregnant worker is a common form of pregnancy discrimination.
Unless the accommodation request creates undue hardship for the employer, they should do their best to make work safe and comfortable for a pregnant professional. What accommodations are often necessary during a worker’s pregnancy?
Reduced physical demands
Limiting the physical tasks that workers must perform, such as heavy lifting, is sometimes necessary. Especially in the third trimester or when the worker has other medical issues, physical labor during pregnancy can be problematic.
More frequent breaks
Pregnant women often need to use the bathroom more frequently than others. They may need time off their feet due to fluid accumulating in their lower body or fatigue during pregnancy. Allowing pregnant women to take more breaks is an easy accommodation to provide.
Work-from-home arrangements
Women experiencing pregnancy side effects may not be able to continue working eight-hour shifts in an office, factory or retail setting. They may need work-from-home arrangements to avoid worsening their medical condition. In many workplaces, a temporary remote work arrangement is a reasonable accommodation.
If employers refuse to make work accessible for pregnant employees or punish them for asking for accommodations, their conduct could constitute pregnancy discrimination. Reviewing accommodation needs and employer responses can help workers determine if their employers violated their rights.