February 2026 – Pregnant Workers Fairness Act (PWFA) Accommodation Requests– Tips Sheet
February 2026– Pregnant Workers Fairness Act (PWFA) Accommodation Request-Tip Sheet
UAMS is committed to the principles outlined in the Pregnancy Workers Fairness Act (PWFA) and will act in accordance with the laws, regulations, and guidance. See UAMS Administrative Guide 3.1.54 Compliance with the Pregnant Workers Fairness Act (PWFA).
Generally, the Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a “reasonable accommodation” to a qualified employee’s or applicant’s known limitations (physical or mental conditions) related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”
How does the PWFA and Short-Term Disability (STD) work together?
Answer: PWFA & STD both run concurrently together.
1. PWFA allows a 6 or 8 weeks delivery recovery window.
- PWFA = leave approval + job protection for leave
- STD = income replacement during PWFA leave
PWFA Allows 6 or 8 weeks of a protected leave of absence for the delivery of your baby and is an unpaid time off.
STD Depending on tenure and eligibility, STD provides compensation during the 6 or 8 weeks delivery recovery window
You are entitled to utilize accrued time off, but you cannot use time off and be compensated through an STD claim for the same 6 or 8 weeks delivery recovery window.
2. STD does not automatically extend PWFA leave allowance.
- STD cannot lengthen the 6 or 8 weeks delivery recovery window unless:
- There are medical complications
- A provider certifies extended disability
- PWFA leave entitlement remains capped at 6 or 8 weeks unless another law/policy applies
- Family Medical Leave Act (FMLA) may be an option.
- PWFA may also allow a non-FMLA medical leave for additional time
3. What happens when there are pregnancy related complications/conditions?
- PWFA may approve additional unpaid leave as a reasonable accommodation.
- STD may continue paying beyond 6 or 8 weeks if medically justified.
STD can extend compensation, but only PWFA (or FMLA) governs protected leave approval.
4. How can PWFA & STD be beneficial before and after delivery?
Before delivery of your baby
- PWFA: Accommodations (i.e., reduced hours, modified duties, bed rest)
- In the event that bed rest is requested as an accommodation, the missed time will not be deducted from the 6 or 8 weeks that is reserved to begin on the day of delivery.
- STD: Only if unable to perform job duties (doctor’s recommendation)
After employee has been medically cleared to return to work
- STD ends
- PWFA may possibly still apply for:
- Lactation accommodations
- Temporary work limitations
- Bonding time is not covered under PWFA
- Bonding time with infant is available under FMLA IF the employee is eligible
For additional information regarding the Pregnant Workers Fairness Act, please review:
UAMS Administrative Guide 3.1.54 Compliance with the Pregnant Workers Fairness Act
Pregnant Workers Fairness Act (PWFA)
Please direct any PWFA questions to EmployeeRelations@uams.edu.
Please direct any STD and FMLA questions to AskHR@uams.edu.
If you have any questions regarding this announcement, please call 501-686-5650 or send an email to EmployeeRelations@uams.edu.