Describe the need in everyday language

Write down which task or working condition creates difficulty, when the problem arises, and what adjustment you are seeking. You do not need to diagnose the legal issue before asking a question. A clear description gives the employer something concrete to consider. Keep any urgent health questions with your clinician, while explaining the workplace impact through the appropriate employment channel.

Identify the applicable protection

The Pregnant Workers Fairness Act generally requires covered employers to accommodate qualified workers’ known limitations related to pregnancy, childbirth, or related medical conditions, unless this would create undue hardship. Coverage and the circumstances matter. Other federal, state, or local protections may also apply. EEOC guidance is a useful starting point; it does not resolve every employer-specific question or changing legal issue.

Discuss how an adjustment would work

Explain how the proposed arrangement fits the job and ask about workable alternatives. Identify when you need it to begin and whether the need is likely to change. For example, a temporary lifting adjustment and time for appointments involve different planning. Avoid treating the first suggestion as the only possible solution, but ask for clarification when an alternative does not address the limitation.

Keep documentation proportionate

Ask what information is needed and why before supplying sensitive medical records. Under EEOC guidance, documentation is not appropriate in every situation. Use the designated confidential process where available and keep a copy of what you submit. After a conversation, a short factual follow-up can record the request, response, agreed arrangement, and any question still waiting for an answer.

Follow up on unresolved issues

If the request is delayed, denied, or followed by adverse treatment, preserve the relevant messages and record dates. Ask for the reason and seek timely advice about available options. Internal discussions do not necessarily suspend an agency filing deadline. Review an existing adjustment when duties or health needs change, rather than assuming the original arrangement will remain suitable throughout pregnancy and recovery.

Before the next conversation

Your preparation list

  • Describe the task, limitation, and requested change.
  • Identify the employer’s accommodation contact.
  • Keep requests and responses in one private file.
  • Check deadlines if the issue remains unresolved.

Reference point: U.S. Equal Employment Opportunity Commission, What You Should Know About the Pregnant Workers Fairness Act. Coverage and current requirements should be checked for the particular situation. Reviewed September 30, 2026.

General U.S. information. Local rules and your circumstances determine the appropriate next step.