Before proceeding, please review the  legal disclaimer.

Are Texas Employees No Longer Protected by the Pregnant Workers Fairness Act?

If you’re pregnant and working in Texas, you may have heard confusing or even alarming claims about your rights—especially regarding the Pregnant Workers Fairness Act (PWFA).

Some headlines or conversations suggest that protections may be changing or disappearing.

So what’s the truth?

👉 Are Texas employees still protected under the Pregnant Workers Fairness Act?

The short answer: Yes—pregnant employees in Texas are still protected.
But understanding how those protections work is key.

What Is the Pregnant Workers Fairness Act (PWFA)?

The Pregnant Workers Fairness Act is a federal law that requires covered employers to provide reasonable accommodations for employees affected by:

• Pregnancy
• Childbirth
• Related medical conditions

The law is designed to prevent situations where employees are forced to choose between their job and their health.

Does the PWFA Apply in Texas?

Yes.

The PWFA is a federal law, which means it applies in all states—including Texas.

Employers with 15 or more employees are generally required to comply.

This means Texas employers must:

• Consider accommodation requests
• Engage in an interactive process
• Provide reasonable accommodations unless it causes undue hardship

Why Are People Confused About This?

There has been confusion due to:

• Legal challenges involving federal employment laws
• Misinterpretation of court rulings
• Overlapping laws like the ADA and pregnancy discrimination laws

However, as a general rule:

👉 Pregnancy-related workplace protections are still in place and enforceable.

What Kind of Accommodations Are Covered?

Under the PWFA, reasonable accommodations may include:

• More frequent breaks
• Light-duty assignments
• Modified work schedules
• Temporary job restructuring
• Sitting instead of standing
• Time off for medical appointments

These accommodations are meant to help employees continue working safely.

Can an Employer Deny a Pregnancy Accommodation?

Sometimes—but only under limited circumstances.

An employer may deny a request if:

• The accommodation creates undue hardship
• The employee cannot perform essential job functions even with accommodation

However, employers cannot:

• Automatically deny requests
• Ignore accommodation requests
• Force employees onto unpaid leave if another accommodation is possible

Can You Be Fired for Being Pregnant?

No.

Employers cannot legally:

• Fire you because you are pregnant
• Refuse to hire you due to pregnancy
• Treat you worse than other employees with similar limitations

This is also protected under the Pregnancy Discrimination Act (PDA).

What About Retaliation?

The law also protects employees from retaliation.

Employers cannot punish employees for:

• Requesting accommodations
• Reporting pregnancy discrimination
• Taking protected leave

Retaliation can include termination, demotion, reduced hours, or other negative actions.

How PWFA Works With Other Laws

Pregnancy protections don’t exist in isolation. They often overlap with:

ADA (Americans with Disabilities Act)

Applies to pregnancy-related medical conditions that qualify as disabilities.

FMLA (Family and Medical Leave Act)

Provides unpaid, job-protected leave for certain medical and family situations.

Title VII (Pregnancy Discrimination Act)

Prohibits discrimination based on pregnancy.

Together, these laws create a broader framework of protection.

What Employees Should Do

If you need a pregnancy-related accommodation:

• Communicate your request clearly
• Provide documentation if requested
• Keep records of conversations
• Pay attention to how your employer responds

If your request is ignored or denied without explanation, that may raise concerns.

Final Takeaway

Texas employees are still protected under the Pregnant Workers Fairness Act. Despite confusion or misinformation, federal law continues to require employers to provide reasonable accommodations for pregnancy-related conditions.

The key is understanding that:

• The law is still in effect
• Employers must engage in the process
• Employees have the right to request support

If something doesn’t feel right, it’s worth taking a closer look—because pregnancy protections in the workplace are still very much in place.