Under the Pregnant Workers Fairness Act (PWFA), employers must provide reasonable accommodations — such as lifting assistance under 25 lbs., seated rest, or extra hydration/bathroom breaks — without requiring the employee to take leave.

The PUMP Act requires employers to provide reasonable break time and a private, shielded, non-bathroom space to express milk, for up to one year postpartum.

Best practice: Pre-establish floater coverage routines to handle classroom lifting tasks seamlessly when a pregnant employee needs accommodation.