Pregnancy Accommodation - Workplace Access

Pregnant and Parenting Undergraduate Students, Graduate Students, and Employees

The University is committed to creating an inclusive and accessible environment for pregnant and parenting students and employees. Pregnant and parenting students and employees are welcome to meet with an Access Consultant to discuss pregnancy- or postpartum-related accommodations. The University’s Office of Institutional Equity has information available on campus resources and practices to support pregnant and postpartum students.

Pregnant and parenting students and employees can often arrange necessary flexibility by working directly with their instructors, supervisors, or departments. Alternatively, pregnant employees (including those who are breastfeeding) and pregnant/parenting students may request reasonable accommodations through the Disability Resource Center (DRC). Students or employees need not affiliate with DRC unless they need support in arranging accommodations.

Information about the process for requesting accommodations is available on the DRC website sections for Students and Employees.

Examples of Accommodations for Employees

Discrimination Prohibited

Discrimination against pregnant and parenting students and employees is prohibited by the University’s Nondiscrimination and Anti-harassment Policy. For more information, contact the University’s Office of Institutional Equity.

Temporary Alternative Duty Assignment

HR: Temporary Alternative Work Arrangements

Resources

Frequently Asked Questions

The Pregnancy Workers Fairness (PWFA) is a federal law that requires employers to provide reasonable accommodations to employees based on an employee’s known limitations due to pregnancy, childbirth, or a related medical condition.

The PWFA applies only to accommodations. Other laws that the EEOC enforces make it illegal to fire or otherwise discriminate against employees or applicants based on pregnancy, childbirth, or related medical conditions.

Some examples of possible reasonable accommodations under the PWFA include:

  • Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
  • Changing food or drink policies to allow for a water bottle or food;
  • Changing equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing;
  • Changing a uniform or dress code or providing safety equipment that fits;
  • Changing a work schedule, such as having shorter hours, part-time work, or a later start time;
  • Telework;
  • Temporary reassignment;
  • Temporary suspension of one or more essential functions of a job;
  • Leave for health care appointments;
  • Light duty or help with lifting or other manual labor; or
  • Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth.

This law covers all University of Arizona employees or applicants, including student workers experiencing workplace barriers due to pregnancy, childbirth, or a related medical condition.

No. The PWFA only applies to employees or applicants experiencing workplace barriers due to pregnancy, childbirth, or a related medical condition.

No. Caregiver roles are outside the scope of the PWFA.

Life and Work Connections provides a resource page with information regarding resources available to employees who are parents or guardians.

It is possible. To begin the process of exploring a PWFA Accommodation, submit a PWFA Accommodation Request.

The PWFA Accommodation Process is interactive, similar to the ADA Workplace Accommodation Process.

A Workplace Access Consultant will determine whether you are qualified for accommodations by gathering information regarding your condition and barriers.

The next step is to determine if the accommodations requested are reasonable. This process includes gathering information from you, your department, and other relevant sources. It can take up to four to six weeks. After that, you and your department will be notified in writing of our decision.

The ADA protects workers from discrimination based on disability and requires covered employers to provide reasonable accommodations to qualified individuals if the accommodation would not cause an undue hardship for the employer.

Some pregnancy-related conditions may be disabilities under the law, but pregnancy itself is not a disability under the ADA.

The PWFA applies to employees experiencing barriers related to pregnancy, childbirth, or related medical conditions in the workplace. Title IX applies to pregnant or parenting students within an education setting.

Yes, students are protected by Title IX and are welcome to affiliate with DRC if they would like to explore reasonable accommodations to their courses and programs while pregnant and parenting, though you are not required to do so.

The easiest way to begin the PWFA Accommodation Process is by submitting a request.

Please refer the employee to Workplace Access.

No, a representative of the employee may request on behalf of the employee or applicant.

You do not need to provide your supervisor with any medical documentation. However, during the PWFA process, you might be asked to provide additional information, including clarification of your limitations. In many cases, the documentation could be a note from a medical provider.

No. If other accommodations are deemed reasonable for an employee to continue to work they are not required to take leave.

Life and Work Connections has information regarding lactation support and spaces including a map detailing where lactation spaces can be found. Life and Work Connections also provides information on how the University of Arizona suports parenting employees.