What Employers Need To Know About the PWFA Court Ruling and Upcoming EEOC Changes

The Pregnant Workers Fairness Act (PWFA) was created to ensure that employees dealing with pregnancy, childbirth, or related medical conditions receive reasonable accommodations at work. For many employers, the goal of the law has always been clear. Provide support. Reduce barriers. Help employees stay healthy and productive.

This year, however, the PWFA hit a significant legal roadblock that every employer should understand.

The Background: How the Dispute Started

When Congress passed the PWFA, the law itself did not list specific conditions that counted as pregnancy related. The Equal Employment Opportunity Commission (EEOC) was responsible for issuing regulations that interpreted the statute and explained how it should be applied in workplaces across the country.

In its final rule, the EEOC included a statement that “pregnancy related conditions” extended to abortion. This interpretation quickly triggered legal challenges from several religious organizations. Their argument was straightforward. They believed the rule forced them to accommodate matters that conflicted with their religious beliefs.

The Federal Court Decision

A federal court sided with the religious organizations and issued a permanent injunction that blocks the EEOC from enforcing the abortion related portions of the PWFA rule against those groups. This means the EEOC cannot require these organizations to provide reasonable accommodations that relate specifically to abortion related circumstances.

Although the injunction applies directly to the parties in the case, the implications reach much further.

How the EEOC Responded

Two important developments followed.

1. The EEOC agreed that it will not enforce the abortion related part of the PWFA rule against religious employers nationwide. The agreement applies even to religious employers that were not part of the lawsuit and are located outside the court’s jurisdiction.

2. The EEOC announced that it will revise the PWFA regulations. The agency acknowledged that the original rule needs to be updated to address the court’s decision and other concerns that have surfaced since the regulations were published.

For employers, this means more regulatory changes are on the way.

What This Means for Employers Right Now

Here is what employers should be doing during this transition period.

1. Continue providing reasonable accommodations for pregnancy related conditions.

The PWFA is still fully in effect. Employers must still engage in the interactive process, consider reasonable accommodations, and avoid discrimination or retaliation.

2. Understand that abortion related accommodations are in a unique legal category.

Religious organizations cannot be compelled to provide accommodations for abortion related matters under the current injunction and enforcement pause. Non-religious employers should continue following the PWFA as written while the EEOC works on revisions.

3. Watch for updated EEOC guidance.

The agency has stated that revisions are coming, and employers should be prepared to update workplace policies, handbooks, and accommodation procedures once new rules are released.

4. Train supervisors and managers.

Anyone who participates in the accommodation process needs to understand the current version of the law, especially the distinction between pregnancy related conditions and the abortion related portions that are now under review.

5. Document every request and response.

Clear documentation protects the organization and helps ensure consistency and fairness in the accommodation process.

Why This Matters for Employers

This ruling is not a minor regulatory tweak. It affects how the law is interpreted and applied across the country, especially in workplaces operated by religious organizations. The PWFA is still a powerful protection for employees, and employers must stay ahead of changes to avoid compliance issues.

The upcoming regulatory updates will likely bring more clarity, but also more adjustments. Employers that monitor developments now will be in a stronger position once the new rules are released.

Final Thoughts

The PWFA remains an important federal protection for pregnant and postpartum workers. The recent court decision does not eliminate the law. It simply limits one section of the EEOC’s interpretation and requires the agency to revisit its approach. Employers should stay alert because more changes are expected in the months ahead.

If you need help updating your policies, evaluating accommodation requests, or understanding how this ruling applies to your organization, CTR Payroll | HR can guide you through the process and keep you compliant.

 Just reach out-contact us today! 

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