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Accommodations for employees impacted by pregnancy or related medical conditions available through Office of Accessibility Services

The U.S. Equal Employment Opportunity Commission recently released final regulations for the Pregnant Workers Fairness Act (PWFA). Passed in 2023, the PWFA provides employees affected by pregnancy, childbirth or related medical conditions with similar protections available to disabled workers under the Americans with Disabilities Act of 1990. The final regulations are in effect as of June 18.

Employees impacted by pregnancy or related medical conditions can request accommodations such as additional breaks, access to University lactation rooms, time off for health care appointments, temporary suspension or re-assignment of certain job duties, flexibility in work location, or other reasonable changes by simply communicating the need for an accommodation to their supervisor or HR liaison. Supervisors will then notify Accessibility Services, and an accessibility staff member will consult with the employee and supervisor concerning the need and implementation of reasonable accommodations. Employees may also reach out directly to Accessibility Services directly at: or (740) 593-2620.

In addition to accommodations afforded under the PWFA, Title IX entitles pregnant employees who don't qualify for FMLA or other leave to unpaid leave for a "reasonable" period of time. Following the leave, the employee must be reinstated to their same status when the leave began, or to a comparable position without a negative effect on any employment privilege or right. Supervisors should contact Accessibility Services to honor any requests for leave.

More information for both employees and supervisors is available on the Accessibility Services website.

July 10, 2024
Staff reports