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New Jersey Maternity and Pregnancy: What you need to know

The New Jersey Law Against Discrimination (LAD) prohibits discrimination against women affected by pregnancy, childbirth, or related medical conditions. The law covers all private and public employers, regardless of size (NJ Rev. Stat. Sec. 10:5-1et seq.).
Under the LAD, employers are prohibited from discriminating against pregnant workers or otherwise treating pregnant women less favorably than those who are not pregnant but have similar work abilities. Employers must provide reasonable accommodations for pregnant employees who request reasonable accommodation on the advice of their physicians. Reasonable accommodations may include restroom breaks, permission to carry a water bottle, periodic rest, assistance with manual labor, job restructuring, a modified work schedule, or a temporary transfer to work that is less physically demanding or hazardous. The law does not affect employees’ current leave rights.
Employers are not required to make accommodations if the accommodations would impose an undue hardship on the employer. Factors to be considered in determining whether an accommodation imposes an undue hardship include the size of the business; the type of its operations; the nature and cost of the accommodation, taking into consideration the availability of tax credits, tax deductions, and outside funding; and the extent to which the proposed accommodation would involve waiving an essential requirement of a job. Employers may not penalize employees in the terms, conditions, or privileges of employment for requesting or using a pregnancy-related workplace accommodation. The amendments to the LAD do not contain a separate notice requirement, but New Jersey employers are required to conspicuously display ...

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