Ohio Maternity and Pregnancy laws & HR compliance analysis

Ohio Maternity and Pregnancy: What you need to know

The Ohio Fair Employment Practice Law prohibits employment practices that discriminate on the basis of pregnancy or any pregnancy-related illness or condition (OH Rev. Code Sec. 4112.01et seq.).
Women affected by pregnancy, childbirth, or related medical conditions must be treated the same for all employment-related purposes, including receipt of employee benefits, as are other employees who are temporarily disabled but similar in their ability to work.
The law covers private employers with four or more employees and all state and local government agencies, regardless of size.
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Generally, an employer must treat disability due to pregnancy or childbirth in the same manner as it treats other temporary leave. If an employer has no leave policy, childbearing must be considered by the employer to be a justification for a leave for a reasonable period of time.
If an employer has no leave policy, female employees are entitled to take leave for a “reasonable period of time” for pregnancy and childbirth. OH Admin. Code Sec. 4112-5-05).
Some states have family or parental leave laws that require private employers to provide a leave of absence, separate from pregnancy disability leave, to care for a newborn, but Ohio does not have such a law.
However, if an employer does offer family leave, the Ohio Fair Employment Practice Law would most likely be interpreted to require that the leave be offered to both male and female employees.
Public employer parental leave. Permanent full-time and permanent part-time public employees who work 30 or more hours a week are eligible for up to 6 consecutive weeks of parental leave, 4 weeks of which are paid, upon ...

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