The Pregnancy Discrimination Act (PDA) is a federal law that prohibits employers from discriminating against employees or job applicants based on pregnancy, childbirth, or related medical conditions. The law applies to employers with 15 or more employees and covers a wide range of employment practices, including hiring, firing, promotions, and compensation.
Key features of the Pregnancy Discrimination Act include:
- Prohibition of Discrimination: Employers are prohibited from discriminating against employees or job applicants based on pregnancy, childbirth, or related medical conditions.
- Accommodations: Employers are required to provide reasonable accommodations to pregnant employees, such as modified work schedules, light duty assignments, or temporary transfers, as long as the accommodations do not create an undue hardship for the employer.
- Health Insurance: Health insurance provided by an employer must cover expenses related to pregnancy and childbirth in the same way as other medical conditions.
- Parental Leave: The PDA does not provide for specific parental leave, but it requires that employers treat pregnant employees the same as other employees who are similarly situated in their ability to work. Therefore, if an employer provides leave or other accommodations to employees who are temporarily disabled, it must also provide leave or other accommodations to pregnant employees.
The PDA is an amendment to Title VII of the Civil Rights Act of 1964 and is enforced by the Equal Employment Opportunity Commission (EEOC). Violations of the PDA can result in legal action, including back pay, compensatory and punitive damages, and injunctive relief.
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