Trump’s Proposed Workplace Changes Could Leave Pregnant Employees Facing A Major Setback

Millions of working women in the United States could soon face uncertainty over protections that allow them to manage pregnancy and reproductive health needs without putting their jobs at risk. The Trump administration is reportedly preparing changes to federal workplace regulations that could narrow the accommodations employers must provide, potentially affecting everything from fertility treatments to abortion-related care.

The proposed revisions target the Pregnant Workers Fairness Act, a federal law introduced to help employees remain at work while dealing with pregnancy-related medical limitations. Although the existing protections remain in place for now, the potential changes have raised concerns about what happens when women need additional breaks, lighter duties, medical appointments or time away from work. For some employees, the difference could determine whether they can continue earning an income while receiving necessary medical care.

Trump Administration Plans Changes To Pregnancy Protections

The Trump administration is preparing revisions to regulations governing the Pregnant Workers Fairness Act (PWFA), potentially narrowing the medical conditions that qualify for workplace accommodations. The Equal Employment Opportunity Commission (EEOC), which oversees the law, has listed the proposed changes in its federal regulatory agenda. One of the central issues involves changing how the agency interprets the phrase “pregnancy, childbirth, or related medical conditions.”

The proposed revisions could affect accommodations connected to abortion and fertility treatments, along with other reproductive health circumstances that currently fall within the regulations. The administration is also considering broader religious exemptions that could allow certain employers to refuse accommodations when they conflict with their religious beliefs. However, the changes have not been finalized, and the existing federal protections remain in effect.

The law was passed by Congress in 2022 and took effect on June 27, 2023. Its purpose was to prevent pregnant employees from having to choose between protecting their health and keeping their jobs. The EEOC issued its final implementing regulations in April 2024, establishing the requirements employers must follow when qualified employees request reasonable accommodations.

The potential revisions could significantly change how those requirements apply to reproductive health conditions beyond an ongoing pregnancy. Employees who currently qualify for certain adjustments may face different rules if the administration moves forward with a narrower interpretation.

What Workplace Protections Women Currently Have

The Pregnant Workers Fairness Act gives eligible employees the right to request reasonable accommodations when pregnancy, childbirth or related medical conditions affect their ability to work. Employers covered by the legislation generally must provide appropriate adjustments unless doing so would create an undue hardship for the business. These accommodations can vary depending on the employee’s medical needs and the nature of their job.

For many women, the protections involve relatively straightforward workplace changes. Someone experiencing severe pregnancy symptoms might need additional breaks, permission to keep water nearby or temporary relief from physically demanding duties. Another employee might need a modified schedule to attend prenatal appointments or recover from a medical procedure.

The EEOC recognizes several examples of possible accommodations under the current regulations:

• Additional bathroom breaks: Pregnant employees can request more frequent restroom visits when needed.
• Modified work duties: Temporary relief from heavy lifting or other physically demanding tasks may be appropriate.
• Schedule adjustments: Employees can request changes to working hours for medical appointments or pregnancy-related needs.
• Water and food access: Workers may request permission to keep water or snacks nearby.
• Temporary reassignment: Some employees may qualify for alternative duties during pregnancy.
• Remote work: Telework may be an option when appropriate for the employee’s position.
• Postpartum leave: Employees can request time off for recovery following childbirth.

The legislation also prevents employers from forcing employees to take leave when another reasonable accommodation would allow them to continue working. Employers cannot deny job opportunities simply because someone needs an accommodation, and retaliation against workers who request or use these protections is prohibited.

Abortion And Fertility Treatments Could Be Affected

One of the most significant areas of the proposed changes involves reproductive healthcare. Under the current EEOC regulations, pregnancy-related protections extend to several medical conditions and procedures that do not necessarily involve an ongoing pregnancy. These include abortion, fertility treatments, miscarriage, postpartum depression, lactation, endometriosis and menstruation.

For example, an employee undergoing fertility treatment may need temporary schedule adjustments to attend medical appointments. Someone experiencing a miscarriage could require time away from work for medical care and recovery. Current regulations also recognize that employees seeking abortions may need accommodations, including time off for the procedure and related travel.

The proposed revisions could narrow which of these circumstances qualify for accommodations under the federal law. That could create additional uncertainty for employees who currently rely on workplace flexibility to manage reproductive health conditions. The final impact will depend on the precise language adopted by the EEOC.

Religious exemptions are another important part of the discussion. If the administration expands the circumstances in which employers can claim religious objections, some employees could face additional barriers when requesting reproductive health-related accommodations. The issue is particularly sensitive because abortion access already varies significantly across the United States following the Supreme Court’s 2022 decision overturning Roe v. Wade.

Why The Proposed Changes Could Have Serious Consequences

The possible revisions could affect women who have limited control over their working schedules and physical responsibilities. Employees in warehouses, factories, healthcare facilities, restaurants and retail positions may find it difficult to manage pregnancy symptoms without adjustments to their duties. Unlike office workers, many employees in these occupations cannot simply work remotely or rearrange their schedules whenever medical needs arise.

The consequences could be especially difficult for women working hourly positions who depend on every paycheck to cover household expenses. Losing access to additional breaks, modified duties or time away for medical appointments could create financial pressure during an already demanding period. For some employees, the availability of reasonable accommodations can influence whether remaining in a job is practical.

Jocelyn Samuels, a former EEOC vice chair who helped develop the existing regulations, expressed concern about the potential consequences of narrowing the protections. She warned that reducing the scope of the rules could leave vulnerable workers exposed to greater risks of job loss and health complications, particularly those in low-wage positions.

The debate also raises questions about how employers will handle requests involving conditions that fall outside a narrower definition of pregnancy-related medical needs. Some employees may still have protections under other federal or state laws, depending on their circumstances. However, losing explicit coverage under the PWFA could make the process of requesting accommodations more complicated.

Research Links Workplace Protections To Pregnancy Outcomes

The discussion surrounding the proposed revisions comes as researchers continue examining the relationship between workplace accommodations and pregnancy outcomes. A 2025 study conducted by researchers at the University of Wisconsin-Madison examined the effects of the Pregnant Workers Fairness Act in states newly covered by the legislation.

Researchers found that the law was associated with a 3.2% increase in births in those states. The finding suggests that workplace protections may influence the circumstances surrounding pregnancy and decisions about starting or expanding families. Women who can continue earning an income while managing pregnancy-related medical needs may face fewer employment-related obstacles.

The research does not establish that the law alone caused the increase in births. However, it provides another perspective on the potential consequences of workplace policies affecting pregnant employees. Access to reasonable accommodations can help women maintain employment during pregnancy while attending medical appointments and managing physical limitations.

For employees who rely on their jobs to support themselves and their families, workplace flexibility can have practical consequences. A temporary change in duties or permission to attend a medical appointment may help someone remain employed rather than having to take unpaid leave or leave their position altogether.

When Could The New Workplace Rules Take Effect?

The proposed changes are still moving through the federal regulatory process. The EEOC’s regulatory agenda lists November 2026 as the anticipated period for publishing a proposed rule, with the public comment period expected to close in January 2027.

That means the administration still has several steps to complete before any revised regulations become final. Once the proposed language is published, members of the public and interested organizations can submit comments explaining their concerns or supporting particular changes.

The final wording will determine which medical conditions remain covered and how religious exemptions are applied. It will also clarify whether employers must continue providing the same accommodations for procedures and conditions currently recognized under the existing regulations.

Until a new rule is finalized and takes effect, employers covered by the Pregnant Workers Fairness Act must continue following the current requirements. Employees can still request reasonable accommodations for qualifying pregnancy-related limitations, and employers remain prohibited from retaliating against workers for exercising their rights.

For millions of working women, the next few months could determine how much protection they retain when pregnancy and reproductive healthcare affect their ability to earn a living. A bathroom break, a lighter workload or time off for a medical appointment may appear like a small workplace adjustment, but losing access to those options could make staying employed considerably harder.