US-New YorkWhat accommodations must my employer provide for my pregnancy?
In New York, employers must provide reasonable accommodations for pregnancy-related conditions unless it would cause undue hardship — including bathroom breaks, seating, schedule changes, and temporary transfer to less strenuous work.
What the Law Says
New York law requires employers to provide reasonable accommodations for known limitations arising from pregnancy, childbirth, or related medical conditions — unless doing so would impose an undue hardship on business operations.
The New York State Human Rights Law (NYSHRL) and the Pregnancy Discrimination Act (PDA) both protect pregnant workers. But New York’s specific pregnancy accommodation law — added in 2016 — goes further by requiring proactive, individualized accommodations even when the condition does not rise to a disability under other laws.
Employers with four or more employees must engage in a timely, good-faith interactive process after an employee requests accommodation. The employee must notify the employer of the need for accommodation — ideally in writing — and provide supporting documentation if requested. Employers may ask for medical certification but cannot demand overly intrusive details.
Accommodations can include, but are not limited to: more frequent or longer bathroom breaks; breaks for water or food; seating or modified work schedules; limits on lifting over 20 pounds; temporary transfer to a less strenuous or hazardous position; and time off to recover from childbirth.
Statutory TextIt shall be an unlawful discriminatory practice for an employer to refuse to provide a reasonable accommodation to the known limitations of an employee that are related to pregnancy, childbirth or a related medical condition, unless such accommodation would impose an undue hardship on the operation of the employer's business.
— N.Y. Exec. Law § 296(1)(a) — Unlawful discriminatory practices
Statutory TextEvery employer covered by this section shall provide written notice to all employees concerning their right to be free from discrimination based on pregnancy, childbirth or a related medical condition, including the right to request reasonable accommodation.
— N.Y. Exec. Law § 296(1)(a) — Unlawful discriminatory practices
Statutory TextAn employer shall not require an employee to take leave under any leave law or policy of the employer if another reasonable accommodation can be provided to the employee.
— N.Y. Labor Law § 206-c(2) — Reasonable accommodation
What to Do
Tell your employer — in writing if possible — that you need a pregnancy-related accommodation and describe the limitation (e.g., 'I need seating due to sciatica').
Provide medical documentation if requested, but only what’s reasonably necessary to confirm the limitation and need for accommodation.
Engage in the interactive process: respond to employer questions and discuss alternatives if your first request isn’t feasible.
If denied without valid undue hardship justification, file a complaint with the NYS Division of Human Rights within one year — or in court within three years.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.