Congresswoman Barbara Lee Applauds the Passage of Pregnant Workers Fairness Act
Washington, DC – Today, Congresswoman Barbara Lee voted to pass H.R.1065, the Pregnant Workers Fairness Act of 2021, which prohibits employment practices that discriminate against making reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions.
Over 40 years after the passage of the Pregnancy Discrimination Act of 1978, many workers continue to face pregnancy discrimination, which can include losing a job, being denied reasonable accommodation, or discrimination in the hiring process. In a recent survey, 62 percent of workers report having witnessed pregnancy discrimination in the workplace.
“Pregnancy discrimination is far too common in our workplaces and puts the health and well-being of workers on the line, especially during a global public health crisis,” said Congresswoman Lee. “As a single mom who struggled to make ends meet, I know this reality all too well. Without protections for pregnant workers, Black and brown people and those in low-income communities will continue to suffer the most. Passing the Pregnant Workers Fairness Act is a critical step toward ensuring better health and economic outcomes for pregnant workers.”
The Pregnant Workers Fairness Act mirrors the Americans with Disabilities Act and would create an affirmative right to reasonable accommodations for pregnant workers as long as they do not pose an undue burden to employers. This law will ensure that people nationwide can continue working and contributing to our nation’s economy while helping to ensure health during pregnancies.
Read more about the Pregnant Workers Fairness Act here.
Specifically, the bill declares that it is an unlawful employment practice to:
- fail to make reasonable accommodations to known limitations of such employees unless the accommodation would impose an undue hardship on an entity's business operation;
- require a qualified employee affected by such condition to accept an accommodation other than any reasonable accommodation arrived at through an interactive process;
- deny employment opportunities based on the need of the entity to make such reasonable accommodations to a qualified employee;
- require such employees to take paid or unpaid leave if another reasonable accommodation can be provided; or
- take adverse action in terms, conditions, or privileges of employment against a qualified employee requesting or using such reasonable accommodations.