Barclay Damon LLP’s Post

The EEOC issued a final rule for the Pregnant Workers Fairness Act (PWFA), effective June 27, 2023, with regulations starting June 18, 2024. This rule mandates that employers with 15 or more employees provide reasonable accommodations for pregnancy-related conditions without undue hardship. The rule simplifies compliance by generally eliminating the need for medical documentation unless clearly necessary. Read more in our latest law alert from Robert Luskin and Graham Newsome at https://bit.ly/3JIGMeK. #ChartwellLaw #EEOC #PWFA #employmentlaw #laborlaw #pregnancy

The EEOC released its final rule under the Pregnant Workers Fairness Act (PWFA), which will take effect on June 18. What do you need to know? In our client alert, Tracy Thomas Boland and Chelsie Vokes highlight some new areas of guidance that may be of interest to employers https://lnkd.in/euB4nbwR #employers #business #pregnancy

📢 Is your organisation ready for the new rules on redundancy protection?   To find out more, feel free to reach out to me or any member of the CMS Employment team. CMS UK #CMSlaw #redundancy #maternityleave #adoptionleave #sharedparentalleave #redundancyprotection #pregnancy #newparent #redeployment #employment #6April

Busting myths about doulas! Let us know a doula myth you have heard in the comments! #wearedoulas #thedoulanetwork #TDN #changeagents #maternalhealth #change #advocate #doulas #TDNdoula #pregnancy #postpartum #laboranddelivery #doulacoverage #doulareimbursement

📜 Informative Update: Development in Workplace Policy 📜 The U.S. Equal Employment Opportunity Commission (EEOC) has recently issued a final regulation for the implementation of the Pregnant Workers Fairness Act (PWFA), a step toward ensuring fair treatment for pregnant employees nationwide. This regulation requires most employers with 15 or more employees to provide reasonable accommodations for pregnant workers, allowing them to balance their job responsibilities with the needs of their pregnancy. These accommodations can include additional breaks, temporary reassignments, or other adjustments aimed at supporting pregnant employees in the workplace. This development reinforces existing protections against pregnancy discrimination and highlights the importance of effective communication between employers and employees in addressing accommodation requests. Sharing this as an FYI for my colleagues and network because I believe it's important to stay informed about these updates and their implications for the workforce so we may all contribute to a better understanding of workplace rights and responsibilities. Let's continue to monitor developments in workplace policy and work towards creating inclusive environments for all employees. #PWFA #WorkplacePolicy #Equality 🤝🤰🏽

In case you missed it, the EEOC issued a final rule to implement the PWFA. Here are a few key points that you should be aware of: 🗝 The PWFA requires most employers with 15+ employees to provide "reasonable accommodations" for a worker's known limitations related to pregnancy, childbirth, and/or other related medical conditions, unless the accommodation would cause an undue hardship (which may be challenging to prove in a lot of cases). 🗝 The final regulation provides clarity on a number of items including examples of reasonable accommodations, guidance on limitations and medical conditions that employees and applicants can seek accommodation for, encourages early and frequent communication between the employer and employee, and explanations for what constitutes an undue hardship. We can likely expect the EEOC to act swiftly and aggressively in investigating allegations of discrimination in regard to the PWFA, so I encourage you to become familiar with it! #EEOC #PWFA

The recent ruling by the Equal Employment Opportunity Commission (EEOC) on the Pregnant Workers Fairness Act (PWFA) underscores the importance of workplace equality and the protection of pregnant employees from discrimination. This ruling mandates that employers provide reasonable accommodations to pregnant workers, such as adjusted workloads, schedules, or seating arrangements, to ensure their well-being and continued employment. It serves as a crucial reminder to all employers of their obligation to create inclusive and supportive work environments where pregnant employees are treated fairly and afforded the same opportunities as their colleagues. By adhering to this ruling, employers not only comply with legal requirements but also foster a culture of respect and equity within their organizations, ultimately enhancing employee morale and productivity while reducing the risk of costly discrimination claims. www.groff-swinthr.com

Managers NEED to know about the PWFA. Check out my interview with Vianei Braun to learn more! https://lnkd.in/eRDcc2Pt Learn more about manager training to comply with this law at https://lnkd.in/eYMFsurD #pwfa #nextgenworkculture #managers #employeeretention #humanresources #pregnancy #lactation

New law has now come into force extending redundancy protection for pregnant women and for women after child birth. From when an employee notifies their pregnancy up until 18 months after childbirth the employee is entitled to be offered any suitable employment vacancy with the employer or any associated company. The employee must have priority over other employees at risk of redundancy. For more details do check out my updated guide: https://lnkd.in/e2wPEGvj And for additional bytes of employment law information please follow us at Lombards #hr #humanresources #redundancy #pregnancy #maternity

A pregnant employee is entitled to time off without loss of pay or any other benefit, in order to attend antenatal examinations. This on condition that such examinations have to take place during her hours of work. Naturally, the employer may request documentation to show the appointment times or attesting to actual attendance for such examinations. Such time off is not deducted from leave. #law #lawyer #employment #employer #employee #jobs #legal #contractdrafting #contract #contractofemployment #labourlaw #pregnant #pregnancy