As a business owner or team manager, you may encounter pregnant employees who need health-related accommodations and time off for the birth of their new baby. To make sure you meet the needs of your pregnant employee, here are three things to consider.

Providing the Necessary Time Off

Pregnant employees can get the time off they need is through the Family and Medical Leave Act, or FMLA. Under FMLA, pregnant employees can receive up to 12 weeks of unpaid, job-protected leave. This time off can be used after the birth to care for the new baby, or can be used for pregnancy-related medical issues. Employees who adopt or foster a child are also entitled to time off under FMLA.

Making the Right Accommodations

Pregnant employees may also require certain accommodations or time off through the Americans with Disabilities Act, or ADA. For example, if an expecting mother is put on bed rest, her employer may be required to offer accommodations, like allowing her to work remotely.

Avoid Discrimination

Finally, there are also pregnancy discrimination issues to consider. Due to the Pregnancy Discrimination Act, employers are required to abide to certain rules regarding pregnant employees. These include not treating the pregnant employee differently due to their pregnancy and providing them with reasonable accommodations.

To learn more about managing your business, please contact our team of HR professionals at Insured Solutions. For more information about Insured Solutions, contact us at info@insuredsolutions.net or 877-213-1999

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