---
title: Updates to the Pregnant Workers Fairness Act (PWFA) Rule
description: The PWFA Rule goes into effect on June 18, 2024. Make sure you are prepared.
---

Recently, the EEOC published final regulations that clarify and expand upon an employer's obligation to provide reasonable accommodations under the PWFA. You can learn more about the final regulations that take effect on June 18, 2024, in Littler’s Insight “[EEOC Releases Expansive Final Regulations to Implement the Pregnant Workers Fairness Act.](https://www.littler.com/publication-press/publication/eeoc-releases-expansive-final-regulations-implement-pregnant-workers)” You can also check out our webinar “[Are You Ready for the June 18th PWFA Rule?](https://compliancehr.com/2024/05/21/june-18-pwfa-rule/)” which covers topics such as:

- What is meant by the terms “known limitation," “related to pregnancy," “qualified," “temporary," and “in the near future"
- Permissible request for medical documentation
- Per se reasonable accommodations for pregnancy-related conditions
- Interaction of the PWFA and other federal laws that may apply to employees affected by pregnancy, childbirth, or related medical conditions, including the Family Medical Leave Act (FMLA) and the PUMP Act
- PolicySmartTM and the Reference Center, both of which can help your organization stay compliant

If you have any questions, please reach out to us at [support@compliancehr.com](mailto:support@compliancehr.com).

 

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