WASHINGTON D.C.
PREGNANT WORKERS FAIRNESS ACT
Applies to:
All Regular and
Temporary
Employees in
Washington, D.C.
Overview
The Washington, D.C. Pregnant Workers Fairness Act requires employers to reasonably accommodate
employees whose ability to perform their jobs is impacted by pregnancy, childbirth, related medical
conditions, or breastfeeding. The law also prohibits taking adverse actions against those who request or
need an accommodation.
A reasonable accommodation is any an employer can make for an employee that does not create undue
hardship for the business operation. Accommodations include, but are not limited to, the following:

More frequent or longer breaks

Time off to recover from childbirth

Acquisition or modification of equipment or seating

Temporary transfer to a less strenuous or less hazardous position (or other job restricting, such
as a light duty or a modified work schedule)

Refraining from heavy lifting

Relocating the employee’s work area

Providing private non-bathroom space for expressing breast milk
Persons Affected
All Kelly regular and temporary employees working in Washington, D.C.
Requirements

An employee or applicant cannot be subject to adverse action or denied employment opportunities
based on a need to make accommodations for known limitations related to pregnancy, childbirth,
related medical conditions, or breastfeeding.

An employee cannot be required to accept an accommodation if that employee can satisfactorily
perform the job without it, or if the employee does not have a known limitation related to pregnancy,
childbirth, related medical conditions, or breastfeeding.

An employee cannot be forced to take leave if a reasonable accommodation would suffice.

Employers must engage in good faith in a timely and interactive process with an employee
requesting, or otherwise needing, a reasonable accommodation to determine an appropriate
accommodation.
Documentation

Employers may require certification from the employee’s healthcare provider concerning the medical
advisability of a particular accommodation to the extent that a certification is required for other
temporary disabilities. The certification shall include:
o
The date such an accommodation became or will become medically advisable
o
An explanatory statement as to the medical condition and the advisability of providing the
accommodation in light of the condition
o
The probable duration that the accommodation will be needed
Contact
Employees needing further information about the Washington, D.C. Pregnant Workers Fairness Act
should contact their Kelly Representative or HR generalist.
 2015 Kelly Services, Inc.
An Equal Opportunity Employer
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