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HF 676

A bill for an act requiring employers to provide reasonable accommodations to employees based on pregnancy or childbirth and making penalties applicable.

2025-2026 Regular Session Introduced by Jerome Amos and 19 co-sponsors

Bill HF 676 requires employers to provide reasonable accommodations for pregnant employees, ensuring support and compliance while imposing penalties for non-compliance.

Introduced, referred to Labor and Workforce.
#births #laborandemployment #pregnancy
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WeVote Research Nonpartisan
Bill Summary · HF 676

Summary of Bill HF 676

Bill Information

  • Bill Number: HF 676
  • Title: A bill for an act requiring employers to provide reasonable accommodations to employees based on pregnancy or childbirth and making penalties applicable.
  • Status: Introduced, referred to Labor and Workforce.
  • Introduced Date: February 28, 2025
  • Classification: Bill
  • Subject Areas: Births, Labor and Employment, Pregnancy

Purpose and Intent

Bill HF 676 aims to enhance workplace protections for employees who are pregnant or have recently given birth. The primary intent is to ensure that employers provide reasonable accommodations for medical conditions related to pregnancy or childbirth, thereby promoting a supportive work environment for affected employees.

Key Provisions

The bill introduces several important provisions:

  1. Requirement for Reasonable Accommodations:

    • Employers are mandated to provide reasonable accommodations to employees who request them based on medical conditions related to pregnancy or childbirth, following advice from their healthcare provider.

  2. Definition of Reasonable Accommodations:

    • The bill defines "reasonable accommodations" to include actions that enable an employee to perform their job effectively despite pregnancy-related medical conditions. Examples include:
      • Provision of an accessible worksite
      • Acquisition or modification of equipment
      • Job restructuring
      • Modified work schedules
    • It is important to note that "reasonable accommodations" do not include actions that would impose an undue hardship on the employer's business.

  3. Penalties for Non-Compliance:

    • The bill stipulates that failure to provide reasonable accommodations will be subject to penalties applicable to discriminatory employment practices.

Affected Parties

  • Employees: The bill directly benefits employees who are pregnant or have recently given birth by ensuring they receive necessary accommodations to perform their job duties.
  • Employers: Employers will need to adapt their policies and practices to comply with the new requirements, which may involve additional training and resources to ensure compliance.

Procedural Aspects

  • The bill was introduced on February 28, 2025, and has been referred to the Labor and Workforce committee for further consideration. The timeline for further legislative action is not specified but will depend on the committee's schedule and subsequent legislative processes.

Conclusion

HF 676 represents a significant step towards improving workplace conditions for pregnant employees by mandating reasonable accommodations and establishing penalties for non-compliance. This legislation seeks to foster a more inclusive and supportive work environment, ultimately benefiting both employees and employers.

Compiled from official sources — confirm details with the bill’s official record.

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