DC Requires Pregnancy Accommodations: Employment Law Manual Updated

Authors: XpertHR Editorial Team

The District of Columbia passed the Protecting Pregnant Workers Fairness Act of 2014, which requires employers to provide reasonable accommodations to employees whose ability to perform their job is limited by pregnancy, childbirth, a related medical condition or breastfeeding.

The law applies to all employers and will become effective after a 30-day period of congressional review and publication in the District of Columbia Register. The projected effective date is December 30.

Reasonable accommodations may include:

  • More frequent or longer breaks;
  • Time off to recover from childbirth;
  • Acquisition or modification of equipment or seating;
  • Temporary transfer to a less-strenuous or -hazardous position;
  • Limits on heavy lifting;
  • Relocation of the employee's work area; and
  • Private space (not a bathroom) for expressing breast milk.

The law also includes employer notification, posting and anti-retaliation provisions.

In light of this development, the Employment Law Manual has been updated with the addition of the New Hire Paperwork: District of Columbia section and revisions made to the following District of Columbia sections: