Pregnancy Accommodations by State

More than 30 states and cities have laws mandating employers to provide pregnant employees with an accommodation, as needed.

State Specific Pregnancy Accommodation Requirements

Alabama
  • Who is covered: State employees
  • What type of reasonable accommodations: An employee can use their accumulated sick leave for maternity leave, if they work until their pregnancy disables them and return to work as soon as they are no longer disabled. (AL Code § 670-X-14-.02)
  • Notice requirement: Doctor’s verification of disability may be necessary.
Alaska
  • Who is covered: State employees
  • What type of reasonable accommodations: A pregnant employee can request a transfer to a different job if her doctor recommends it, there is an open position available, and she is qualified for the role. (AK Stat. § 39.20.520)
  • Notice requirement: If family leave is foreseeable based on the expected birth or adoption, the employee should give the employer as much advance notice as possible. If the leave is for scheduled medical care, the employee should try to arrange appointments to minimize disruption to their workplace’s operations.
Arizona
  • Who is covered: State employees
  • What type of reasonable accommodations: An employee can use up to 40 hours of their yearly sick leave for their own illness, disability, or injury related to pregnancy, childbirth, miscarriage or abortion. An employee can also use the leave to care for a sick spouse, child, or parent who needs medical care due to an illness, injury, disability caused by a pregnancy-related condition. (AZ Rev. Stat. § 41-1463)
  • Notice requirement: Evidence substantiating the need for leave may be required.
California
Please subscribe or to view this content.
Colorado
Please subscribe or to view this content.
Connecticut
Please subscribe or to view this content.
Delaware
Please subscribe or to view this content.
District of Columbia
Please subscribe or to view this content.
Hawaii
Please subscribe or to view this content.
Illinois
Please subscribe or to view this content.
Kentucky
Please subscribe or to view this content.
Louisiana
Please subscribe or to view this content.
Maine
Please subscribe or to view this content.
Maryland
Please subscribe or to view this content.
Massachusetts
Please subscribe or to view this content.
Minnesota
Please subscribe or to view this content.
Nebraska
Please subscribe or to view this content.
Nevada
Please subscribe or to view this content.
New Jersey
Please subscribe or to view this content.
New Mexico
Please subscribe or to view this content.
New York
Please subscribe or to view this content.
North Carolina
Please subscribe or to view this content.
North Dakota
Please subscribe or to view this content.
Oregon
Please subscribe or to view this content.
Rhode Island
Please subscribe or to view this content.
South Carolina
Please subscribe or to view this content.
Tennessee
Please subscribe or to view this content.
Utah
Please subscribe or to view this content.
Vermont
Please subscribe or to view this content.
Virginia
Please subscribe or to view this content.
Washington
Please subscribe or to view this content.
West Virginia
Please subscribe or to view this content.

Questions About Posters for Your Business?

Do you have questions about displaying posters in your specific business locations? Our Compliance Advisors are here to help.

Contact us or give us a call at 1-800-817-7678.

About the author:

Viridiana Huerta is a legal research associate with over a decade of experience in the Legal Research Department at Compliance Poster Company. She earned her degrees in Economics and Hispanic Studies from Scripps College, where she was a member of the Sigma Delta Pi (National Honors Spanish Society) and a recipient of the Gabriela Mistral Prize.
Before her current role, Viridiana worked in the publishing industry, where she specialized in analytical research and editing. Her research focused on business planning, budgeting and forecasting, organizational performance, and employee engagement.
LinkedIn