Effective January 1, 2015, Illinois employers will be required to provide reasonable accommodations to pregnant employees and new mothers. Women in Illinois who are physically unable to perform certain tasks of their job because of pregnancy will be guaranteed reasonable accommodations. This new law will cover full-time, part-time and probationary employees, and it will affect employers of all sizes.
Employers will be required to make reasonable accommodations for conditions related to pregnancy, childbirth, and related conditions, unless the employer can demonstrate that the accommodation would impose an “undue hardship” on the ordinary operation of the employer’s business. “Undue hardship” is defined by the law as an action that is “prohibitively expensive or disruptive” when considered in light of: (1) the nature and costs of the accommodation; (2) the overall financial resources of the facility involved in the provision of the reasonable accommodation, the number of employees at the facility, the effect on expenses of the facility, or other impact on the facility; (3) the overall financial resources of the employer with respect to the number of employees and number, type, and location of its facilities; and (4) the type of operations of the employer. Some examples of accommodations include limits on lifting, longer or more frequent bathroom breaks, access to places to sit, water breaks, private space for breastfeeding, and time off to recover from pregnancy, childbirth and related conditions.
Under the new law, employers will not be able to require an employee to take a leave of absence if another reasonable accommodation can be provided. Additionally, employers cannot require the employee to accept an accommodation that the employee has not requested. The laws will also prohibit employers from retaliating against an individual who “requested, attempted to request, used or attempted to use” a reasonable accommodation for pregnancy or childbirth.
This law dds to the existing federal laws Illinois employers are already required to follow providing for employee accommodations, such as the Family and Medical Leave Act, Americans with Disabilities Act and the Pregnancy Discrimination Act. Illinois employers should take this time to review and revise employee handbooks or policy manuals to reflect the new law.
For more information on this topic, contact Stephanie Strickler at 312-334-3465 or email@example.com.