Both the Pregnant Workers Fairness Act (PWFA) and the Family Medical Leave Act (FMLA) play a crucial role in supporting pregnant employees, each offering unique protections. Understanding how PWFA and FMLA differ, and how they can overlap in practice, helps HR teams build a process employees can use and managers can follow.
Since the landmark passage of the Pregnancy Discrimination Act (PDA) in 1978, federal protections for expecting workers have continued to evolve. Despite these measures, a 2022 survey by the Bipartisan Policy Center revealed that one in five mothers still face pregnancy-related discrimination in the workplace. In response, protections have grown and adapted, with significant contributions from the Family and Medical Leave Act (FMLA) and, more recently, the Pregnant Workers Fairness Act (PWFA), which took effect June 27, 2023.
Comment ces deux lois historiques se comparent-elles ? Comment garantissent-elles que les employées enceintes bénéficient des aménagements et du soutien dont elles ont besoin ? Examinons les principales différences entre la PWFA et la FMLA, ainsi que leurs implications plus larges pour les employeurs et les employés.
Qu'est-ce que la loi sur l'équité envers les travailleuses enceintes (PWFA) ?
The Pregnant Workers Fairness Act (PWFA) significantly advances the fair treatment of expectant mothers in the workplace. This law requires employers to provide reasonable accommodations for employees or job applicants experiencing limitations due to pregnancy, childbirth, or related medical conditions unless these accommodations cause undue hardship for the employer. (In other words: PWFA is primarily an accommodation law.)
The PWFA aims to address accommodation gaps that can arise under other workplace laws, helping ensure that pregnancy-related limitations are handled through a clear, consistent accommodation process. This focus can matter most in roles where physical requirements are harder to modify quickly. The National Women’s Law Center notes that more than one in five pregnant workers are employed in low-wage jobs, which are particularly likely to be physically demanding, and that pregnant Black women and Latinas are disproportionately represented in low-wage work.
En substance, la PWFA vise à favoriser un environnement de travail favorable qui reconnaît les défis particuliers auxquels sont confrontées les travailleuses enceintes et les aide à s'épanouir tant sur le plan personnel que professionnel.
Qu'est-ce que la loi sur le congé familial et médical (FMLA) ?
The Family and Medical Leave Act (FMLA), enacted in 1993, allows eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons. This includes childbirth, adoption, caring for a family member with a serious health condition, or the employee’s own serious health condition. It applies to public agencies, schools, and many private-sector employers with 50 or more employees. FMLA also generally requires employers to continue group health benefits during leave on the same terms as if the employee were still working.
Decoding PWFA and FMLA
Critères d'éligibilité
PWFA
There are no specific requirements regarding the minimum hours worked or the length of employment. If the employer is covered, PWFA can apply to qualified employees and applicants with covered pregnancy-related limitations.
FMLA
In order to qualify for FMLA, employees must have been employed by a covered employer for at least 12 months and must have accumulated at least 1,250 hours of work in the previous 12 months. Furthermore, the employer must have 50 or more employees located within a 75-mile radius.
Couverture de l'employeur
PWFA
La PWFA soutient les employeurs privés et publics comptant au moins 15 employés, garantissant ainsi une large portée.
FMLA
Par ailleurs, la FMLA s'applique aux employeurs du secteur privé comptant plus de 50 employés, ainsi qu'aux organismes publics et aux établissements scolaires, créant ainsi un environnement favorable pour beaucoup.
Private-sector employers are generally covered if they have 50 or more employees for at least 20 workweeks in the current or preceding calendar year, and the law also applies to public agencies and schools.
Congés et hébergement
PWFA
The PWFA does not create a stand-alone leave entitlement like the FMLA. Instead, it requires employers to provide reasonable accommodations for qualified employees unless doing so would create an undue hardship. Accommodations may include more frequent breaks, temporary changes to duties, or schedule adjustments. In some situations, leave may also be a reasonable accommodation if it’s needed for a pregnancy-related limitation and doesn’t create an undue hardship.
According to the EEOC, examples of reasonable accommodations can include, but are not limited to:
- Pauses supplémentaires pour s'hydrater, manger ou aller aux toilettes
- Congés pour les visites prénatales, la convalescence après l'accouchement ou les rendez-vous médicaux
- Transferts temporaires vers des postes moins exigeants physiquement
- Ajustements des horaires de travail ou des responsabilités pour répondre aux besoins médicaux
- Possibilités de télétravail pour réduire l'exposition aux risques potentiels
Compliance note: PWFA generally prohibits requiring an employee to take leave if another reasonable accommodation can be provided that would allow the employee to keep working.
FMLA
La FMLA permet aux employés de prendre jusqu'à 12 semaines de congé sans solde tout en conservant leur emploi. Ce congé peut être utilisé pour la naissance d'un enfant, l'adoption, le placement en famille d'accueil ou pour s'occuper d'un membre de la famille gravement malade.
For pregnancy-related needs, FMLA may cover prenatal care and periods of incapacity, as well as bonding leave following childbirth (subject to eligibility and the employer’s 12-month method).
Assurance maladie
PWFA
La PWFA ne traite pas explicitement de l'assurance maladie, mais se concentre plutôt sur les aménagements sur le lieu de travail.
FMLA
La FMLA garantit aux employés le maintien de leur couverture d'assurance maladie collective pendant leur période de congé, en les traitant comme s'ils étaient toujours employés. Cela permet aux employés de prendre les congés nécessaires sans risquer de perdre leur emploi ou leurs prestations de santé.
Perspectives des employeurs sur la PWFA et la FMLA
Alors que les entreprises s'efforcent de respecter les exigences de la loi sur l'équité envers les travailleuses enceintes (PWFA) et de la loi sur le congé familial et médical (FMLA), il est essentiel de comprendre les mesures pratiques nécessaires pour se conformer à ces lois.
Élaboration des politiques
Employers should regularly review and update policies to comply with the PWFA and FMLA. This includes outlining reasonable accommodations for pregnancy, defining eligibility criteria, and ensuring clarity. Conducting training sessions for HR and management can help ensure these policies are implemented consistently. Consider adding a single intake path for pregnancy-related requests so employees are not forced to choose between accommodations and leave without guidance.
Soutien aux employés
Supporting pregnant employees under the PWFA and FMLA involves creating an inclusive environment where employees feel comfortable requesting accommodations. Best practices include flexible work arrangements, additional breaks, and accommodating medical appointments. Open communication and regular check-ins can address concerns and ensure employees feel supported throughout pregnancy. Manager enablement matters here: train managers to route pregnancy-related requests to HR promptly and avoid making eligibility decisions on the spot.
Stratégies de conformité
Employers should maintain thorough documentation of all accommodation requests and decisions to ensure compliance with both Acts and avoid potential legal issues. It’s also important to stay informed about any changes to the laws and seek legal counsel when necessary. Establishing a clear process for handling accommodation requests and grievances can help prevent misunderstandings and ensure fair treatment.
Also consider auditing response times, handoffs, and consistency. Breakdowns often happen when multiple stakeholders are involved, including HR, managers, and third-party leave administrators.
PWFA and FMLA Compliance: Making the Process Work in Practice
PWFA and FMLA requirements are easiest to meet when the employee experience matches the written policy. HR compliance often comes down to process controls:
- Clear routing for pregnancy-related requests, whether for accommodation, leave, or both
- Consistent documentation of the interactive process and leave determinations
- Defined roles and escalation steps when medical information is incomplete or delayed
- Anti-retaliation guardrails for attendance, performance management, and scheduling decisions that occur close in time to a request
A practical goal is consistency: employees should be able to understand what to do, and managers should know exactly where to send requests.
Au-delà de la conformité : créer des environnements favorables grâce à la PWFA et à la FMLA
The PWFA and FMLA support pregnant workers by providing reasonable accommodations, safeguarding against discrimination and retaliation, and ensuring job-protected leave and health insurance maintenance. Employers play a pivotal role in implementing and upholding these protections by developing inclusive policies, supporting employees with necessary accommodations, and maintaining compliance with the regulations set forth.
Employers must review and update their workplace policies to align with PWFA and FMLA requirements. Having a deeper understanding of the policies your company must comply with is not just about compliance. It is about creating a workplace where all employees can thrive. When HR teams align policy, process, training, and documentation, they reduce risk and create a more predictable experience for everyone involved.
