New York City Employers Be Aware of Pregnancy Accommodation Ordinance
Author: Melissa Burdorf, XpertHR Legal Editor
Implementation Date: January 30, 2014
Effective January 30, 2014, New York City employers with four or more employees may not refuse to provide a reasonable accommodation to an employee due to pregnancy (including a healthy non-disabling pregnancy), childbirth or a related medical condition, if the employee requests an accommodation and the employer knows about the pregnancy or related medical condition, absent limited exceptions (e.g., undue hardship).
Prior to January 30, employers with locations in New York City should make sure that:
- Their reasonable accommodation policies reflect the amendments to the NYCHRL;
- Their alternative work arrangements (AWA) and light duty policies and practices comply with the amended law;
- Supervisors and HR are trained to recognize and effectively respond to requests for reasonable accommodation from pregnant employees; and
- The required notice is properly posted and disseminated at the required times.