Employers would accommodate pregnancy and menopause related needs

Employers would have to provide reasonable workplace changes when covered employees or job applicants request them. Covered needs relate to pregnancy, childbirth, menopause, or lactation and the need to manage hot flashes or similar symptoms. An employer may refuse a change if it proves that providing it would cause significant difficulty or expense. Employers would not have to create a job, displace a more senior worker, or promote an unqualified worker, unless they do so for other groups needing accommodations. The person may refuse an offered accommodation.

Employers would have to give workers written notice of these protections and may not retaliate against a worker for requesting or receiving an accommodation. The notice covers rights related to pregnancy, childbirth, menopause, and related medical conditions. Employers would have to post notice where employees can see it and give written notice to new employees when they start, existing employees within 120 days after the section takes effect, and employees who report a pregnancy or menopause within 10 days of the report. The act would take effect 60 days after enactment; the notice deadlines would run from the employee's start date, the section's effective date, or the employee's report, as applicable.