Alaska

These laws and programs aim to support pregnant workers and new parents as they balance work and family responsibilities in Alaska.

Pregnancy and Work

Protection Against Pregnancy Discrimination: Under the federal Pregnancy Discrimination Act (PDA), employers with 15 or more employees cannot discriminate against pregnant workers. Employers must treat pregnancy, childbirth, and related medical conditions the same as any other temporary medical condition in terms of hiring, firing, pay, job assignments, and promotions. Example: If your employer offers light-duty work for someone with a temporary injury, they must also offer it to pregnant employees if needed.

The Alaska Human Rights Commission enforces protections against pregnancy discrimination for workers in the state. Employers cannot treat pregnant employees unfairly or force them to take leave if they are still able to perform their job.

Workplace Accommodations: The Pregnant Workers Fairness Act provides groundbreaking protections for pregnant, postpartum, and pumping workers, and gives the right to get accommodations at work that will help them keep your job and protect your health.The law gives the right to things like extra breaks, flexible scheduling to attend doctors' appointments, time off to recover from childbirth or miscarriage, light duty, remote work, and much more.

In addition to the nationwide protections available under the Pregnant Workers Fairness Act (which also applies to public sector workers), for public sector employee in Alaska with a current position that is dangerous or strenuous to your pregnancy, under an Alaska law that applies to state employees, employers must transfer employees to a suitable position under their division if it is unfilled, a doctor recommends the transfer, and employees are qualified for the position.

Workplace Safety for Pregnant Workers: Employers must ensure a safe working environment for pregnant employees. Employees can report unsafe conditions to the Occupational Safety and Health Administration (OSHA).

Taking Time Off Work

Family and Medical Leave Act (FMLA): Under federal law, eligible employees can take up to 12 weeks of unpaid leave per year for childbirth, bonding with a new child, or serious medical conditions (including pregnancy-related conditions). Eligibility requirements include:
Working for an employer with 50+ employees within 75 miles
Having worked for the employer for at least 12 months
Logging at least 1,250 hours in the past year

Alaska Family Leave Act (AFLA): The AFLA provides similar protections to the FMLA but applies to state government employees and private employers with 21+ employees. Eligible employees can take up to 18 weeks of unpaid leave in a 24-month period for pregnancy, childbirth, or family medical reasons.

Pregnancy Leave: Alaska employers must allow pregnancy-related leave if they offer medical or sick leave for other conditions. This leave may be unpaid unless company policy or contracts specify otherwise.

Returning to Work After Childbirth & Breastfeeding
The nationwide PUMP for Nursing Mothers Act applies to nearly all workers and gives you the legal right to private, non-bathroom space and reasonable break time for pumping at work.

The Pregnant Workers Fairness Act can help you if you need reasonable accommodations for lactation-related needs, such as break time and private space to express breastmilk, a change in uniform if it’s affecting your ability to pump, or avoiding toxins that may be harmful for lactating parents.

Parental Rights for Sick or Family Leave: If your child or family member has a serious health condition, you may qualify for unpaid leave under FMLA or AFLA to provide care.