The Pregnant Workers Fairness Act: what Illinois workers can now demand

What the PWFA requires

Under the PWFA, you do not have to be “disabled” to get an accommodation — pregnancy itself can qualify. Employers must engage in an interactive process and cannot force you onto leave if another reasonable accommodation would let you keep working.

Examples of reasonable accommodations

• More frequent breaks, and the ability to sit or to keep water nearby.
• Temporary changes to schedule, duties, or lifting requirements.
• Closer parking, a modified uniform, or time off for prenatal appointments.
• Light duty or a temporary transfer where available.

How it differs from older law

The Pregnancy Discrimination Act bars discrimination but largely required you to point to how a comparable coworker was treated. The PWFA goes further: it creates an affirmative right to accommodation, much like the ADA does for disabilities — without needing a disability diagnosis.

Illinois adds more

The Illinois Human Rights Act has long required pregnancy accommodations, and the federal PUMP Act protects break time and space to express breast milk. Illinois workers often have overlapping protections, which can matter for deadlines and remedies.

What to do if you are denied

Put your request in writing, keep the response, and note any change in how you are treated afterward — punishing someone for asking is itself unlawful retaliation. Then get advice promptly.

Related: Pregnant Workers Fairness Act, pregnancy discrimination, disability accommodations.