D.C. Pregnancy Protection Posting Released

The District of Columbia’s Protecting Pregnant Workers Fairness Act notice is finally released.

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D.C.’s new Protecting Pregnant Workers Fairness Act (PPW) took effect March 3, 2015; however the D.C. Office of Human Rights only released the new required notice in June 2015.

The PPW requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition.

What is Reasonable Accommodation for D.C. Pregnant Workers?

According the D.C. PPW, employers must make a good faith effort to provide reasonable accommodation for employees whose job performance may be hindered by pregnancy, childbirth, a related medical condition, or breastfeeding.

Examples of reasonable accommodation include:

  • More frequent or longer breaks.
  • Time off to recover from childbirth.
  • Providing or modifying equipment or seating.
  • Temporary transfer to a less strenuous or hazardous position, light duty, or a modified work schedule.
  • Having the employee refrain from heavy lifting.
  • Relocating the employee’s work area.
  • Providing private non-bathroom space for expressing breast milk.

D.C. Protecting Pregnant Workers Fairness Act Posting Requirements

D.C. employers are required to display the notice in a conspicuous place a notice of rights in both English and Spanish. Fortunately, the GovDocs D.C. Poster Compliance Package includes the new Protecting Pregnant Workers Fairness Act notice in both English and Spanish.

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The revised D.C. EEO poster is part of the GovDocs D.C. Workplace Poster Compliance Package, which includes:

  • Protecting Pregnant Workers Fairness Act
  • Workers’ Compensation
  • Minimum Wage
  • Human Rights Law (Equal Employment Opportunity)
  • Public Accommodations
  • Unemployment Insurance
  • Child Labor Law
  • No Smoking
  • Accrued Sick and Safe Leave Act of 2008
  • The Right to Breastfeed

Additionally, employers must provide the notice to new employees during on-boarding, to existing employees within 120 days after the effective date of this act, and to any employee who notifies the employer of her pregnancy, or other covered condition.

If a workplace in D.C. fails to display the notice, the D.C. Department of Employment Services (DOES) can level fines of $50 each day per location violation.

The PPW Act includes a translation requirement for non-English or non-Spanish speaking employees. If you need labor law postings translated into languages other than English, please contact GovDocs to discuss your needs.

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