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What to Know About the Pregnant Workers Fairness Act (PWFA) in Texas

Pregnancy should never put your job at risk. But for many employees, balancing work and health during pregnancy can be challenging—especially without clear workplace support.

That’s where the Pregnant Workers Fairness Act (PWFA) comes in.

If you work in Texas, understanding how this law applies to you can make a major difference in protecting your job, your health, and your income.

What Is the Pregnant Workers Fairness Act (PWFA)?

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

• Pregnancy
• Childbirth
• Related medical conditions

The purpose of the law is simple:
👉 Employees should not have to choose between their job and a healthy pregnancy.

Does the PWFA Apply in Texas?

Yes.

Because the PWFA is a federal law, it applies in all states—including Texas.

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

This means most Texas employers must:

• Consider accommodation requests
• Engage in a discussion with the employee
• Provide reasonable adjustments when possible

What Are Reasonable Accommodations?

A reasonable accommodation is a change in the workplace that allows an employee to continue working safely.

Under the PWFA, common accommodations may include:

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

These accommodations are often simple—and in many cases, low cost.

What Employers Are Required to Do

Under the PWFA, employers must:

• Engage in an interactive process with the employee
• Evaluate accommodation requests individually
• Provide reasonable accommodations unless it creates undue hardship

Employers cannot ignore or automatically deny requests without consideration.

What Employers Cannot Do

The law also sets clear limits on employer behavior.

Employers generally cannot:

• Force a pregnant employee to take leave if another accommodation is available
• Deny accommodations without evaluating options
• Retaliate against employees for requesting accommodations
• Treat pregnant employees worse than others with similar limitations

What Is the “Interactive Process”?

The interactive process is a back-and-forth discussion between employer and employee to find a workable solution.

This may involve:

• Discussing job duties
• Reviewing medical needs
• Exploring different accommodation options

The goal is to find a solution that works for both sides—not to shut the conversation down.

Can an Employer Deny a Request?

Yes—but only under specific conditions.

An employer may deny an accommodation if:

• It creates undue hardship (significant difficulty or expense)
• The employee cannot perform essential job functions even with accommodation

However, the employer must be able to explain and support that decision.

How PWFA Differs From Other Laws

Before the PWFA, pregnant employees often had to rely on other laws like:

Pregnancy Discrimination Act (PDA)

Requires equal treatment—but does not always require accommodations.

Americans with Disabilities Act (ADA)

Applies only if a pregnancy-related condition qualifies as a disability.

The PWFA fills a gap by specifically requiring accommodations for pregnancy-related needs, even when the condition is temporary.

Examples of When the PWFA Applies

The PWFA may apply in situations such as:

• A retail worker who needs to sit during long shifts
• A warehouse employee who needs light-duty work
• An office employee who needs flexible scheduling for medical appointments
• A worker experiencing pregnancy-related complications

The law is designed to address real, everyday workplace challenges.

What Employees Should Do

If you need an accommodation:

• Notify your employer clearly
• Be specific about what you need
• Provide documentation if requested
• Keep records of communications

You don’t need to use legal terms—just explain your situation and needs.

Why This Law Matters in Texas

Because Texas does not have its own broad pregnancy accommodation law, the PWFA plays a critical role in protecting workers.

Without it, many employees would have fewer options when dealing with pregnancy-related limitations at work.

Final Takeaway

The Pregnant Workers Fairness Act gives Texas employees important protections by requiring employers to provide reasonable accommodations for pregnancy, childbirth, and related conditions.

If you’re pregnant and working, you have the right to:

• Ask for reasonable adjustments
• Be treated fairly
• Continue working safely

Understanding these rights is the first step toward protecting both your health and your career.