28 verifiable claims checked against research pregnancy-accommodation-and-family-leave (fact-checked 2026-07-25), its primary-source trail (EEOC PWFA statutory text, 29 CFR Part 1636 materials, state statutes for high-impact jurisdictions), and sibling research/articles for lactation and PFML cross-links. 28 ✓ Verified, 0 ⚠ Partial, 0 ✗ Issue.
Litigation discipline: Texas v. Bondi is stated only as procedural posture (panel Aug. 15, 2025; en banc grant Jan. 14, 2026 vacating panel; argument set May 12, 2026; private-employer duty intact; Texas-as-employer enforcement litigation-dependent). No en banc merits holding invented. Louisiana May 21, 2025 order limited to elective abortion portions of the Final Rule only.
7 claims
PWFA requires reasonable accommodation of known pregnancy-related limitations absent undue hardship; effective June 27, 2023; 15+ employees
Employer may not require leave if another reasonable accommodation works
Employer may not require an accommodation other than one arrived at through the interactive process
California 5+ employees; up to 4 months PDL; accommodation + transfer; CFRA bonding sequential after PDL for birth
Minnesota 1+; no-doc seating, restroom/food/water breaks, 20-lb lift; 12-week pregnancy/parenting leave; paid lactation
New York 4+ HRL accommodation; Lab. Law § 206-c paid 30-min lactation up to 3 years
PWFA preserves more protective federal, state, and local laws
1 claim
EEOC Final Rule 29 CFR Part 1636 effective June 18, 2024
6 claims
Four predictable assessments (water, restroom, sit/stand, eat/drink) virtually never undue hardship for pregnant employees
Documentation not required for predictable assessments, lactation modifications, or obvious/known needs
Known limitation includes modest, minor, episodic conditions and seeking health care for the pregnancy
Temporary suspension of essential functions — "in the near future" generally within about 40 weeks for current pregnancy (analysis ceiling, not automatic entitlement)
FMLA designation within 5 business days when leave is FMLA-qualifying (29 CFR § 825.300)
Light duty not automatically required; temporary essential-function suspension path exists; "we don't have light duty" starts interactive process
1 claim
PDA / Young v. UPS was the pre-PWFA comparator framework; PWFA is affirmative accommodation duty
1 claim
New Jersey near-universal NJLAD pregnancy accommodations; DCR Dec 2024 guidance
1 claim
Massachusetts 6+ PWFA-style package; Connecticut 3+; Illinois 1+ pregnancy provisions; IL paid lactation amendment Jan 1, 2026 for employers >5
1 claim
Work location generally controls state overlay (Texas HQ / Minnesota remote scenario)
1 claim
Fifth Circuit Texas v. Bondi — Aug 15, 2025 panel reversed ND Tex injunction limited to State of Texas as employer; Jan 14, 2026 en banc granted, panel vacated; argument set May 12, 2026; private-employer PWFA intact; no en banc merits holding stated
Article explicitly refuses to invent en banc merits holding. Matches research mid-2026 posture.
1 claim
W.D. La. May 21, 2025 vacated elective-abortion portions of Final Rule only; other pregnancy-related limitations not erased
1 claim
Pregnancy alone usually not ADA disability; related impairments may be
1 claim
PUMP Act break time + non-bathroom place for one year; PFML is separate wage-replacement stack
1 claim
State-map freestanding vs federal-floor coloring matches research state-by-state table orientation rows
High-impact amber states match article deep-dives. Green states are freestanding regimes from research table. Uncolored states are research "federal floor only" private-employer rows. Residual rows remain orientation-level per research caveats.
1 claim
Remediation inventory / interactive-process reconstruct / FMLA alignment / supervisor training checklist
36 unique sources cited across the report — click to audit any claim directly against its evidence.
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