{"id":15218,"date":"2018-03-23T00:31:00","date_gmt":"2018-03-23T04:31:00","guid":{"rendered":"https:\/\/gtm.com\/household\/?p=15218"},"modified":"2020-03-09T12:02:39","modified_gmt":"2020-03-09T16:02:39","slug":"pregnant-nanny","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/pregnant-nanny\/","title":{"rendered":"Your Nanny is Pregnant. Are You Following the Law?"},"content":{"rendered":"<div id=\"attachment_15225\" style=\"width: 1034px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-15225\" class=\"wp-image-15225 size-large\" src=\"https:\/\/gtm.com\/household\/wp-content\/uploads\/pregnant-nanny-1024x683.jpeg\" alt=\"pregnant nanny\" width=\"1024\" height=\"683\" srcset=\"https:\/\/gtm.com\/household\/wp-content\/uploads\/pregnant-nanny-1024x683.jpeg 1024w, https:\/\/gtm.com\/household\/wp-content\/uploads\/pregnant-nanny-300x200.jpeg 300w, https:\/\/gtm.com\/household\/wp-content\/uploads\/pregnant-nanny-1080x720.jpeg 1080w, https:\/\/gtm.com\/household\/wp-content\/uploads\/pregnant-nanny.jpeg 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><p id=\"caption-attachment-15225\" class=\"wp-caption-text\">If your nanny becomes pregnant, you may be legally required to provide reasonable accommodations so she can continue working.<\/p><\/div>\n<p>The Massachusetts Pregnant Workers Fairness Act becomes effective on April 1 making Massachusetts one of 22 states, the District of Columbia, and several cities that have passed laws requiring employers to provide reasonable accommodations for pregnant workers.<\/p>\n<p>As a household employer, you may be required to follow the &#8220;reasonable accommodations&#8221; laws in your state or city.<\/p>\n<p>Details of the laws vary from state to state, however, they share a few core principles:<\/p>\n<ul>\n<li>Employers must make reasonable accommodations for pregnant workers and those with limitations due to childbirth or related conditions (may include lactation, breastfeeding, need to express breast milk, and more)<\/li>\n<li>Employees can&#8217;t be pushed out of their jobs because they are pregnant<\/li>\n<li>Employers can&#8217;t suffer undue hardships by providing these reasonable accommodations<\/li>\n<li>Written notice of these rights must be provided to employees and posted in the place of business (in a domestic employer&#8217;s case this would be their home) in an area accessible to employees<\/li>\n<\/ul>\n<p>Bottom line, if your nanny or housekeeper becomes pregnant, they shouldn&#8217;t fear that they will lose their job because of their pregnancy.<\/p>\n<p>You will also want to check if your state has paid leave programs that could include household employees such as <a href=\"https:\/\/gtm.com\/household\/new-york-paid-family-leave-household-employers\/\">New York&#8217;s Paid Family Leave<\/a>.<\/p>\n<p>And follow <a href=\"https:\/\/gtm.com\/household\/resource-center\/prevent-discrimination\/\">common-sense practices to prevent discrimination<\/a> in your home.<\/p>\n<p>Here are the states and cities where you may be required to provide reasonable accommodations for a pregnant employee:<\/p>\n<h2>Alaska<\/h2>\n<p>Public employers only.<\/p>\n<h2>California<\/h2>\n<p>Applies to employers with five or more employees regardless of the length of employment or hours worked. Reasonable accommodation\u00a0must be granted upon the advice of the employee&#8217;s health care provider. Employers are prohibited from retaliating against employees for exercising their rights under the law.<\/p>\n<h2>Colorado<\/h2>\n<p>Applies to all employers. Employees\u00a0are eligible regardless of tenure or hours worked. The employee may be required to provide a note from a licensed health care provider before a reasonable accommodation for a pregnancy-related health condition or physical recovery from childbirth is granted.<\/p>\n<h2>Connecticut<\/h2>\n<p>Applies to employers with at least three employees. Employees\u00a0are eligible regardless of tenure or hours worked.<\/p>\n<h2>Delaware<\/h2>\n<p>Applies to employers with at least four employees. Employees are protected regardless of tenure and the number of hours worked. Reasonable accommodations must be made for an employee\u2019s known limitations due to pregnancy, childbirth or related conditions, including the need to express breast milk.<\/p>\n<h2>District of Columbia<\/h2>\n<p>Applies to all employers. An employer may require a certificate from their employee&#8217;s health care provider. Reasonable accommodations must be made for an employee\u2019s known limitations due to pregnancy, childbirth or related conditions, including the need to express breast milk.<\/p>\n<h2>Hawaii<\/h2>\n<p>Applies to all employers. Employees\u00a0are eligible regardless of tenure or hours worked. Employers are prohibited from retaliating against employees for exercising their rights under the law.<\/p>\n<h2>Illinois<\/h2>\n<p>Applies to all employers. Employees\u00a0are eligible regardless of tenure or hours worked. An employer may request documentation from the employee&#8217;s health care provider.<\/p>\n<h2>Louisiana<\/h2>\n<p>Applies to employers with at least 25 employees.<\/p>\n<h2>Maryland<\/h2>\n<p>Applies to employers with at least 15 employees.<\/p>\n<h2>Massachusetts<\/h2>\n<p>Applies to employers with six or more employees.<\/p>\n<h2>Minnesota<\/h2>\n<p>Applies to employers with at least 21 employees at any one site.<\/p>\n<h2>Nebraska<\/h2>\n<p>Applies to employers with at least 15 employees.<\/p>\n<h2>Nevada<\/h2>\n<p>Applies to employers with at least 15 employees.<\/p>\n<h2>New Jersey<\/h2>\n<p>Applies to all employers. Employees are protected regardless of tenure and the number of hours worked. Female employees who are pregnant, recovering from childbirth or have medical conditions related to pregnancy or childbirth may request accommodation based on advice from their physician.<\/p>\n<h2>New York<\/h2>\n<p>Applies to employers with at least four employees. Employees are protected regardless of tenure and the number of hours worked. Employees can be provided with reasonable accommodations if they have a known medical condition related to childbirth or pregnancy. An employer can request information to verify the existence of the pregnancy-related condition.<\/p>\n<h3>New York City<\/h3>\n<p>New York City&#8217;s law is very similar to state law.<\/p>\n<h2>North Dakota<\/h2>\n<p>Applies to all employers.<\/p>\n<h2>Pennsylvania<\/h2>\n<h3>Philadelphia<\/h3>\n<p>The city&#8217;s &#8220;reasonable accommodations&#8221; law applies to any employer who employs at least one non-relative. Workers are protected regardless of tenure and the number of hours worked.<\/p>\n<h2>Rhode Island<\/h2>\n<p>Applies to employers with at least four employees. Workers are protected regardless of tenure and the number of hours worked. Reasonable accommodations must be granted to employees, upon request, for conditions related to pregnancy, childbirth or related medical conditions, including the need to express breast milk.<\/p>\n<h3>Central Falls, Rhode Island<\/h3>\n<p>The local law, which supersedes state law, requires <em><strong>all<\/strong><\/em> employers to reasonably accommodate an employee&#8217;s pregnancy, childbirth or related condition.<\/p>\n<h2>Texas<\/h2>\n<p>Applies to municipal and county employers<\/p>\n<h2>Utah<\/h2>\n<p>Applies to all private employers with at least 15 employees and all public employers. An employer may require certification from the employee&#8217;s health care provider.<\/p>\n<h2>Vermont<\/h2>\n<p>Applies to all employers. Employees who have limitations in their ability to work caused by a pregnancy, childbirth or a medical condition related to pregnancy or childbirth should be provided reasonable accommodations unless it would impose an undue hardship on the employer.<\/p>\n<h2>Washington<\/h2>\n<p>Applies to employers with 15 or more employees.<\/p>\n<h2>West Virginia<\/h2>\n<p>Applies to all employers with at least 12 employees.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you employ a pregnant nanny, you may be required to provide reasonable accommodations so she can continue working. These accommodations may also apply to childbirth recovery and any conditions related to pregnancy or childbirth.<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[2,109],"tags":[105],"class_list":["post-15218","post","type-post","status-publish","format-standard","hentry","category-gtmblog","category-labor-laws","tag-labor-laws"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Follow the Law when Your Nanny is Pregnant<\/title>\n<meta name=\"description\" content=\"If your nanny is pregnant, you may be legally required to provide reasonable accommodations so she can continue working. 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