If you are pregnant and finding it harder to meet certain job demands, you may have the right to ask your employer for changes that make your work more manageable. Many employees in Frederick and across Maryland do not realize how strong their legal protections are, or that employers are generally required to work with them to find a solution.
What laws protect pregnant employees in Maryland
Pregnant employees in Maryland benefit from three layers of legal protection:
- Pregnant Workers Fairness Act (PWFA): Requires employers with 15 or more employees to provide reasonable accommodations for pregnancy, childbirth or related medical conditions. Employers cannot force you to take leave if another accommodation would allow you to keep working.
- Pregnancy Discrimination Act (PDA): Prohibits employers from treating you differently because of your pregnancy.
- Maryland Fair Employment Practices Act (FEPA): Maryland has required pregnancy disability accommodations since 2013, giving you stronger protections than federal law alone.
Together, these laws give you a meaningful foundation to request accommodations and hold your employer accountable if they refuse.
Common pregnancy accommodations under Maryland law
Reasonable accommodations can take many forms depending on your job and medical needs. Common examples include:
- more frequent rest or bathroom breaks
- modified duties or light duty assignments
- modified schedule or reduced hours
- permission to sit or stand as needed
- remote work where your job allows
- time off for prenatal appointments
- leave for pregnancy-related medical conditions.
Both the PWFA and Maryland law require your employer to engage in a good-faith discussion with you to find something that works for both sides.
How to request an accommodation the right way
A brief email to HR describing your limitation and what you need is enough to start the process and create a record. If your employer asks, include a note from your healthcare provider. Keep copies of everything.
What to do if your employer refuses
An employer can only deny your request if granting it would cause significant difficulty or expense. A blanket refusal without any discussion is not acceptable under the PWFA or Maryland law.
If your employer refuses, delays or retaliates against you for asking, you can file a charge with the Equal Employment Opportunity Commission (EEOC) or the Maryland Commission on Civil Rights within 300 days of the discriminatory act. Speaking with an employment attorney can help you understand your options and next steps.
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