Pregnant At Work? What Employees Should Know About Asking For Accommodations

Being pregnant is often considered one of the most joyous times in a person’s life. And it is. You’re expecting a baby; your family is about to grow. Outside of the happy, mushy feelings, pregnancy can also be an intense time because it’s also a planning-heavy time. From where the baby is going to sleep to how our lives are going to change. From do we go for this stroller or that one to what are the safest bottles and diapers? There are many questions spinning around in one’s mind. On top of that, pregnancy changes your body in ways you cannot anticipate. That can impact your work life. You might not be able to stand for as long as you used to. You might need to run out of a meeting to use the bathroom. When it comes to work, it can be difficult to know when you’re allowed to say, “Actually, I need something different right now.”

For some—especially ambitious women who are used to taking on as much as they can—asking for accommodations can feel like asking for special treatment. It’s not. It’s important for you to know your rights, understand what you can ask for, and learn how to advocate for yourself.

This past September, four former Amazon warehouse employees filed a lawsuit alleging that the company denied them basic accommodations while pregnant. To seek accountability for what they experienced and better protections for pregnant and recently pregnant Amazon workers more broadly, the four women filed a proposed nationwide class-action lawsuit.

They said they were denied basic accommodations and, at times, penalized for taking additional bathroom breaks, sitting down, or taking time off for prenatal appointments.

“Denying a pregnant worker a stool, a lighter workload, or a bathroom break is a violation of federal law — it’s that simple,” said Inimai Chettiar, president of A Better Balance, a nonprofit promoting justice in the workplace for women and others.

Amazon has denied the allegations, saying the company provides accommodations to tens of thousands of pregnant employees each year.

You have rights. The Pregnant Workers Fairness Act (PWFA), a federal law that went into effect in 2023, generally requires employers with 15 or more employees to provide reasonable accommodations for a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an “undue hardship” for the employer.

What does that actually mean? It means you can reasonably ask for more frequent or flexible breaks to eat, drink, rest, or use the bathroom; the ability to sit instead of stand; adjusted hours or remote work; time off for medical appointments; help with lifting or other physical work; temporarily modified responsibilities; or leave to recover after childbirth.

Remember, you don’t need to be experiencing complicated pregnancy symptoms to ask for an accommodation. Maybe you’d like having a water bottle nearby, the opportunity to rest for a while, or to leave work early sometimes. Figure out what works for you and ask for it. 

Many of us don’t like asking for help, especially at work where we want to feel powerful and confident. For women especially, asking for help can feel like admitting weakness. It is not. It is about asking for what you need to properly carry your baby into this world.

When it comes to actually asking, know that you do not need to have the full PWFA memorized or quote legal jargon at your boss. You simply need to explain your pregnancy-related limitation and what change you need at work. The EEOC suggests workers can say, “I’m having trouble getting to work at my scheduled starting time because of morning sickness,” for instance.

Prioritize being clear and concise about what you need. You do not need to over-explain yourself. In fact, the EEOC expects that many accommodations can be worked out through something as simple as a brief conversation or email between an employee and employer. Your employer should respond promptly and work with you to find an effective accommodation.

The EEOC recommends starting with your manager, HR, or whoever your company designates to handle accommodation requests. If you believe your employer has violated your rights under the PWFA, you can also contact the EEOC, which accepts discrimination charges related to pregnancy accommodations.

As previously mentioned, pregnancy can be a joyous time, and work shouldn’t get in the way of it. Ask for what you need so you can get back to thinking about what color the nursery should be, putting together your baby shower registry, and preparing for the exciting—and undoubtedly life-changing—things ahead. Work will still be there. For now, you have a baby to prepare for.