On Dec. 29, 2022, two new bipartisan laws meant to provide protections for pregnant and nursing employees were signed into law: the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act. 

The PWFA requires employers with 15 or more employees to provide reasonable accommodations for pregnant employees, and it prohibits employment practices that discriminate against qualified employees affected by pregnancy, childbirth, or any related medical conditions. Employers cannot refuse reasonable accommodations, require employees to accept certain accommodations, deny employment opportunities, require employees to take leave, or punish employees for requesting reasonable accommodations. The PWFA will take effect on June 27, 2023. 

These legislative changes reflect a broader recognition of the physical and emotional demands that pregnancy and postpartum recovery place on individuals in the workplace. By requiring employers to provide reasonable accommodations and protect employees from discrimination, policies like the PWFA and the PUMP Act acknowledge that maternal health is not just a personal matter but a structural one that intersects with employment, well-being, and long-term health outcomes.

Access to proper support during this time can influence everything from energy levels and recovery to overall maternal and infant health, reinforcing the importance of a balanced approach that combines workplace protections with informed personal care. As awareness continues to grow, there is also increasing emphasis on how nutrition, rest, and lifestyle adjustments contribute to healthier pregnancies and smoother postpartum transitions.

Within this context, structured prenatal and postnatal nutrition guidance becomes an essential complement to these legal protections, helping individuals navigate changing dietary needs, nutrient requirements, and recovery goals with greater clarity. Many people benefit from working with a reputable health professional who can provide tailored recommendations that align with different stages of pregnancy and postpartum healing, ensuring that both parent and child receive adequate nutritional support. This approach focuses on building sustainable habits, addressing concerns such as energy balance, digestion, and nutrient intake, and adapting to evolving physical demands over time.

By integrating thoughtful nutritional planning with the protections established by recent legislation, individuals are better equipped to manage both their professional responsibilities and their health during one of the most significant life transitions.

The PUMP Act expands existing protections under federal law, which already requires employers to provide nursing mothers break times to pump breast milk. It also requires employers to provide an adequate and private space for nursing mothers to do so other than a bathroom. Employers are recommended to ensure employees and managers are aware of the updated requirements, determine whether breaks will be paid or unpaid (including checking state or local laws which might require the breaks to be paid), and evaluate their workspaces to ensure appropriate and private accommodations. The PUMP Act took effect on December 29, 2022. 

The U.S. Department of Labor’s website has more information on the laws and the NFIB Small Business Legal Center can be reached at info@NFIB.org for additional questions. Employers should take steps to comply with these laws in order to avoid discrimination claims and legal action. For more information, see this Small Business Legal Center blog post about the two new laws.