EEOC’s Top 5 Enforcement Trends for Pregnancy Accommodations Can Teach Employers Lessons
The EEOC hasn’t been shy about l aunching litigation against employers that haven’t met their accommodation obligations since the Pregnant Workers Fairness Act took full effect. A review of the agency’s PWFA enforcement actions since its final rule took effect in June 2024 reveals that the EEOC will not tolerate forced leaves of absence, ignored interactive process obligations, rigid attendance policies, and flatly denied basic accommodations. By familiarizing yourself with the top five enforcement trends we’ve uncovered through a thorough review of the EEOC’s litigation activity, you can shape your PWFA compliance strategy to meet the moment. General Overview of the PWFA The Pregnant Worker’s Fairness Act (PWFA), which took effect in June 2023, implemented a n ew requirement for covered employers to provide reasonable accommodations for a qualified employee’s known limitations due to pregnancy, childbirth, or related medical conditions, unless such an accommodation would cause the em...