Defining ‘Reasonable Accommodations’ Under the PWFA

“Reasonable accommodations“ are changes in the work environment or the way things are usually done at work. Some examples of possible reasonable accommodations under the PWFA include:

• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom
• Changing food or drink policies to allow for a water bottle or food
• Changing equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing
• Changing a uniform or dress code or providing safety equipment that fits
• Changing a work schedule, such as having shorter hours, part-time work, or a later start time
• Telework
• Temporary reassignment. For an HR Generalist, managing these shifts is a core part of human resources compliance.
• Temporary suspension of one or more essential functions of a job
• Leave for health care appointments. All medical discussions should follow HIPAA privacy guidelines and labor law.
• Light duty or help with lifting or other manual labor or
• Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth, often managed alongside FMLA or disability leave.

This list just provides some examples; many other reasonable accommodations may exist. Also, a worker may need different accommodations at different times during the pregnancy or after childbirth. Note: This is an excerpt from our Pregnant Workers Fairness Act Training & Certification Program.