Is Your PWFA Program Ready for What Comes Next?

The Pregnant Workers Fairness Act Turned Three This Month. Many HR Teams Are Still Catching Up.

The PWFA has been in effect long enough that “we are still figuring it out” is no longer a defensible position. Yet for many organizations, the accommodations process they built for the ADA is still doing double duty for PWFA requests, creating compliance gaps that are easy to miss until a complaint surfaces them.

This session brings together legal and operational expertise to walk through what the PWFA actually requires, where it diverges from the ADA in ways that matter, and what a compliant accommodations process looks like in practice.

What You Will Learn:

• Why the PWFA covers far more conditions than most employers realize, and which gaps in current programs are leaving organizations exposed
• How the PWFA’s interactive process differs from the ADA, where HR teams most commonly go wrong, and why your existing ADA process is not a compliant PWFA process
• What real-world scenarios reveal about how accommodation requests under the PWFA play out differently than ADA requests in practice
• What fresh data from the 2026 Leave and Accommodations Employee Experience Report shows about where programs are falling short and what employees are experiencing
• What front-line managers need to know before the next PWFA request lands on their desk, and how to prepare them without creating inconsistency across locations

Why This Matters Now

Enforcement activity under the PWFA is increasing, and the EEOC has been clear about the conditions and accommodations it expects employers to take seriously. Organizations that assumed their ADA program covered PWFA obligations are discovering the gaps only when a charge or complaint forces a closer look.

Getting ahead of that requires more than a policy update. It requires an interactive process built specifically for the PWFA, managers who know how to recognize and respond to requests, and a feedback loop that catches issues before they become formal complaints.

Your Presenters

Seth Turner
Co-Founder and Senior Advisor, AbsenceSoft

Jenna Rubin
Partner, Fisher Phillips

Who Should Attend

• HR leaders and leave administrators responsible for accommodations compliance under the PWFA and ADA
• Benefits and HR operations professionals evaluating whether their current accommodations process meets PWFA standards
• Legal and compliance teams supporting employment law compliance for organizations with pregnant and postpartum employees
• HR generalists and business partners who handle accommodation requests directly and need a clear, practical framework
• Anyone who has been using their ADA process for PWFA requests and is not sure whether that is enough

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