What do the publicly displayed federal PWFA rules say about requiring a pregnant worker to start leave?

Short answer

The federal PWFA rule displayed in the eCFR says that a covered entity may not require a qualified employee affected by pregnancy, childbirth, or related medical conditions to take paid or unpaid leave when another reasonable accommodation can address the employee’s known limitation without undue hardship for the covered entity. The same rule allows leave when the employee requests or selects it, or when it is the only reasonable accommodation that does not cause undue hardship.[1]

This is a limited federal overview, not a decision about a particular workplace. The displayed eCFR definition describes a known limitation as a pregnancy-related physical or mental condition communicated by the employee or representative. Whether an employee is qualified, an employer is covered, another accommodation is available, or undue hardship applies depends on information not addressed here.[1]

The eCFR rule page was displayed as current through October 22, 2026, not the requested October 25, 2026, date. It is therefore useful for reviewing the publicly displayed federal rule, but it does not verify that the federal rule was unchanged through October 25; state, territorial, tribal, or local protections may also differ or provide greater protection.[1] [2]

Neutral source-checking and record-gathering options

1. Keep any written instruction about leave and any written communication about a pregnancy-related work limitation or requested work change.
2. Check the current official federal text and the relevant state, territorial, tribal, or local agency materials before relying on a general overview.
3. If the question turns on particular job duties, coverage, a workplace policy, or a deadline, obtain qualified human review of those facts rather than treating this overview as an answer to an individual situation.