In 2017, the Legislature passed a new law providing specific civil rights protections for pregnant employees. If a pregnant employee works for an employer with 15 employees or more, she has the right to the following accommodations:
- Providing frequent, longer, or flexible restroom breaks;
- Modifying a no food or drink policy;
- Providing seating or allowing the employee to sit more frequently; and
- Limiting lifting to 17 pounds or less.
In addition, a pregnant employee may have rights to other workplace accommodation(s), as long as there is no significant difficulty or expense to the employer. These are:
- Job restructuring, including modifying a work schedule, job reassignment, changing a work station, or providing equipment;
- Providing a temporary transfer to a less strenuous or hazardous position;
- Scheduling flexibility for prenatal visits;
- Providing any further accommodations the employee may need.
Employers may not ask for written certification from a healthcare professional for the accommodations in 1–4 above. Employers may request written certification from a health care professional regarding the need for the accommodations in 5–8 above, or for restrictions on lifting less than 17 pounds.
The Civil Rights Unit accepts complaints that an employer has failed to accommodate an employee’s pregnancy. You may contact us at email@example.com or by leaving a message on our toll-free line at (833) 389-2427. You may also submit a complaint using our online form and a staff member will follow up with you.
PREGNANCY ACCOMMODATIONS GUIDE FOR EMPLOYEES AND EMPLOYERS
This one-page flyer provides information about the specific accommodations required for pregnant workers under Washington state law. The flyer is designed to inform both employees and employers of their rights and responsibilities under the law, and is available in both English and Spanish.
The flyer outlines what pregnancy accommodation laws are, the rights that pregnant employees have in the workplace, which practices are prohibited for employers, and how pregnant employees can report pregnancy accommodation violations.