Your rights at work when pregnant or breastfeeding
You do not have to choose between a healthy pregnancy and your job. Two federal laws give you the right to ask for changes, and to pump at work.
Updated October 13, 2026 · sources checked October 13, 2026
In short
Under the Pregnant Workers Fairness Act, employers with 15 or more employees must provide reasonable accommodations for limitations related to pregnancy, childbirth or related conditions, unless it causes undue hardship: breaks, a stool, schedule changes, telework, time off for appointments. Under the PUMP Act, most nursing workers get reasonable break time and a private, non-bathroom space to pump for one year after birth.
The Pregnant Workers Fairness Act (PWFA)
- In force since June 27, 2023; the EEOC's final regulation took effect on June 18, 2024.
- Covers employers with 15 or more employees: private and public (state and local governments, federal agencies, Congress), employment agencies and labor organizations.
- Requires reasonable accommodations for known limitations related to pregnancy, childbirth or related medical conditions, unless they would cause an undue hardship.
Examples given by the EEOC:
| Need | Example of accommodation |
|---|---|
| Fatigue, nausea, appointments | Telework; leave for health care appointments |
| Standing all day | A stool to sit on; changes to equipment or workstation |
| Heavy or risky tasks | Temporary reassignment |
| Recovery, childcare, nausea mornings | Shorter hours, part-time work, a later start time |
The EEOC stresses that the list is not exhaustive.
How to ask, in four steps
- Tell your manager or HR that you need a change at work because of pregnancy or childbirth. No special words are needed.
- Say what would help, and from when to when.
- Do it in writing (email is fine) and keep a copy.
- Keep track of the answer and of any change in how you are treated.
Good to know
A short email works: "Because of my pregnancy, my [doctor/midwife] has advised [limitation]. I am asking for [accommodation] from [date] to [date]. I'm happy to discuss other options that meet the same need. Please confirm in writing."
If you are refused or penalized
You can file a charge with the EEOC. The general deadline is 180 calendar days, extended to 300 calendar days where a state or local agency enforces a law against the same discrimination. Contact the EEOC early: with 60 days or fewer left, its portal gives special directions to file quickly.
The PUMP Act: pumping at work
According to the Department of Labor, most nursing workers are entitled to reasonable break time and a private space to pump for up to one year after the child's birth.
Exceptions: employers with fewer than 50 employees are not subject to the break and space requirements if compliance would impose an undue hardship; airline crewmembers are exempt; certain rail and motorcoach employees may be exempt. State or local laws may still protect you.
Is it normal?
Pumping at work feels awkward at first for many moms, and it gets easier. Plan your sessions around your usual feeding times, label and store your milk, and talk to a lactation consultant if your supply worries you. Breastfeeding support and a breast pump are covered by health plans.
Leave and pay
These laws protect your health and your job while you work. For time off, see FMLA and paid family leave by state. Pay during leave is linked to breastfeeding too: research on California and New Jersey (Hamad and colleagues, 2019) found a modest increase in exclusive breastfeeding at six months after paid family leave began.
Questions parents ask
Can my employer refuse a pregnancy accommodation?
Only if it would cause an undue hardship, and only at employers with 15 or more employees covered by the PWFA. If you are refused or penalized, you can file a charge with the EEOC, generally within 180 days (300 days in many states).
Are pumping breaks paid?
Not always. Break time must be paid if you are not completely relieved from duty, and if you use breaks that are already paid, you must be paid like other employees for them. Extra break time otherwise does not have to be paid.
Can I get pregnancy disability leave in the US?
There is no single federal pregnancy disability leave. Leave can come from FMLA, a state disability or paid leave program, your employer's policy, or, under the PWFA, as a reasonable accommodation.
Sources
- EEOC — What You Should Know About the Pregnant Workers Fairness Act checked October 13, 2026
- EEOC — How to File a Charge of Employment Discrimination checked October 13, 2026
- US Department of Labor — Pump at Work checked October 13, 2026
- US Department of Labor — Fact Sheet #73, FLSA protections to pump breast milk at work checked October 13, 2026
- Hamad R et al. Paid Family Leave Effects on Breastfeeding. Am J Public Health 2019 (PMID 30359107, DOI 10.2105/AJPH.2018.304693) checked October 13, 2026
Mamavela explains; it does not replace your midwife, doctor or pediatrician, who know your situation. If something worries you, call them. In an emergency, call 911 (US), 999 (UK) or 112.