The U.S. Equal Employment Opportunity Commission (EEOC) has announced a major expansion of workplace protections for pregnant employees.
This new rule states that employers must provide accommodations not only during pregnancies but also in cases involving abortions and contraception use.
This rule aims to enforce the Pregnant Workers Fairness Act, which was passed by Congress with bipartisan support and endorsement from major business organizations.
Despite this bipartisan support, some Republicans and religious groups have criticized the rule.
They argue against extending protections to workers who opt for abortions or contraception and contend that religious employers should be granted exemptions.
Republican opposition to the rule was vocalized by Rep. Virginia Foxx from North Carolina.
She claimed that the EEOC had overstepped its authority by implementing the rule and emphasized that the term “abortion” is not explicitly mentioned in the law.
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The formal publication of the rule is scheduled for Friday, and it will become effective after 60 days.
This marks a pivotal moment in workplace regulations concerning pregnancy-related accommodations.
Employers who have at least 15 employees are obligated under the law of 2022 to offer reasonable accommodations to pregnant workers.
This expands previous requirements that only applied if similar accommodations were provided to employees with injuries or medical conditions.
The EEOC’s rule outlines various accommodations that pregnant workers may seek, including adjustments to job duties, part-time work schedules, additional breaks, modified equipment and uniforms, remote work options, and paid or unpaid leave.
The rule has garnered support from worker advocacy groups like A Better Balance, but business organizations such as the U.S. Chamber of Commerce have expressed concerns.
They argue that while accommodations like seating and extra breaks may seem feasible, they could present challenges in certain job settings.
In February, a federal judge in Texas ruled that the pregnancy bias law was invalid due to its inclusion in a government funding bill that wasn’t properly passed.
This decision temporarily blocked the EEOC from enforcing the rule against the state as an employer.
Despite the legal challenges, the EEOC’s rule represents a significant stride toward ensuring workplace equity and support for pregnant employees.
It aims to remove barriers that often hinder women’s participation in the workforce during and after pregnancy.
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