Connecticut Adopts Pregnancy Accommodation Law

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The state of Connecticut has passed a new law that will require employers to provide reasonable accommodations for an employee or job applicant related to pregnancy, childbirth, or a related condition. Reasonable accommodations for pregnant employees can include:

  • sitting while working,
  • frequent or longer breaks,
  • periodic rest,
  • assistance with manual labor,
  • job restructuring,
  • light duty assignments,
  • modified work schedules,
  • temporary transfers to less strenuous or hazardous work,
  • time off to recover from childbirth, and
  • facilities for expressing milk.

Under the new law, employers cannot refuse to provide reasonable accommodation unless the accommodation causes an undue hardship. That is, the accommodation will require “significant difficulty or expense when considered in light of factors such as (A) the nature and cost of the accommodation; (B) the overall financial resources of the employer; (C) the overall size of the business of the employer with respect to the number of employees, and the number, type and location of its facilities; and (D) the effect on expenses and resources of the impact otherwise of such accommodation upon the operation of the employer.” Employers are prohibited from denying employment opportunities to an employee or job applicant if such denial is based on the need of the employer to make reasonable accommodations. Furthermore, an employer cannot require an employee to take a leave of absence if a reasonable accommodation can be provided, or require an employee to accept an accommodation unless it’s necessary for the employee to perform her job duties.

Employers are required to provide employees a written notice concerning their rights to reasonable accommodations for pregnancy, childbirth, or related condition. An employer may comply with this mandate by displaying a poster in a conspicuous place at the workplace in both English and Spanish. Compliance Poster Company will monitor the release of the new poster, so make sure to visit us soon. The law goes into effect October 1, 2017.