Employers have an obligation to follow the guidelines set forth in the Pregnancy Discrimination Act. This law ensures that pregnant employees are treated fairly and given opportunities. Failure to comply can result in consequences. Therefore it is crucial for companies to carefully adhere to hiring practices and provide support to individuals, in this demographic.

Section 1; Hiring Procedures in Compliance with the Pregnancy Discrimination Act

According to the Pregnancy Discrimination Act hiring managers must be vigilant. The fact that a candidate is pregnant should not influence the decision making process. While applicants may choose to disclose their pregnancy during the job application process it is important that all discussions remain professional. Commenting on a candidates condition is strictly prohibited.

Section 2; Supporting Pregnant Employees

Although pregnancy itself is not classified as a disability pregnant employees may need support to maintain performance. The Australians with Disabilities Act grants rights to individuals who experience work limitations due to pregnancy. Employers who offer benefits such as leave and accommodations for short term disabilities like diabetes or preeclampsia should also extend assistance to pregnant employees. Managers can consider implementing these measures;

• Assigning tasks.
• Temporarily transitioning an employee, into a role if requested.
• Allowing breaks as needed.
• Making adjustments to facilitate job performance.

Encouraging communication is vital to provide support.

Section 3; Maternity Leave and the Family Medical Leave Act (FMLA)

While its a milestone it’s important to note that employers, in the US aren’t required to offer paid leave for mothers. However, the Family Medical Leave Act (FMLA) allows companies with 50 or more employees to provide, up to twelve weeks of leave. There are eligibility criteria, including having one year of employment. Additionally regulations may vary depending on the jurisdiction and company policies.