Wyoming

Pregnancy and Work

Protection Against Pregnancy Discrimination
Under the federal Pregnancy Discrimination Act (PDA), employers with 15 or more employees are prohibited from discriminating against pregnant workers. This includes aspects such as hiring, firing, pay, job assignments, and promotions.Learn More

Additionally, the Pregnant Workers Fairness Act (PWFA), effective from June 2023, mandates that employers provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship on the operation of the business. Learn More

Workplace Accommodations

The PWFA ensures that pregnant employees can request accommodations such as

Extra breaks
Flexible scheduling for prenatal appointments
Temporary transfer to less strenuous duties
Time off to recover from childbirth or miscarriage
Employers are required to engage in an interactive process to determine appropriate accommodations.Learn More

Workplace Safety for Pregnant Workers
Employers must provide a safe working environment for all employees, including those who are pregnant. If a pregnant worker believes their work conditions are unsafe, they can file a complaint with the Occupational Safety and Health Administration (OSHA).

Taking Time Off Work
Family and Medical Leave Act (FMLA)
The federal Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons, including:
The birth and care of a newborn child
Placement with the employee of a child for adoption or foster care
Care for an immediate family member with a serious health condition
Medical leave when the employee is unable to work due to a serious health condition

Eligibility requirements include

Employment at a company with 50 or more employees within a 75-mile radius
At least 12 months of employment with the employer
At least 1,250 hours worked during the 12 months prior to the leave Learn More

Wyoming State Law
Wyoming does not have a state-specific family leave law that extends beyond the federal FMLA provisions. Therefore, FMLA serves as the primary source of job-protected leave for eligible employees in the state.

Returning to Work with a Baby
Break Time for Nursing Mothers

Under the federal PUMP for Nursing Mothers Act, employers are required to provide

Reasonable break time for an employee to express breast milk for their nursing child for one year after the child's birth
A place, other than a bathroom, that is shielded from view and free from intrusion, for the employee to express breast milk
These requirements apply to most employers and employees covered by the Fair Labor Standards Act (FLSA). Learn More

Support for Parents in Wyoming

Childcare Assistance
The Wyoming Child Care Subsidy Program assists low-income families in paying for child care while the parents are working, in school, or in training programs. Eligibility is based on income and family size, and parents may be responsible for a portion of the child care costs. Learn More

Temporary Assistance for Needy Families (TANF)
Wyoming's TANF program, known as Personal Opportunities With Employment Responsibilities (POWER), provides financial assistance to eligible low-income families with children. The program aims to promote self-sufficiency through employment and training opportunities.

Flexible Work Policies
While not mandated by state law, some Wyoming employers may offer flexible work arrangements, remote work options, or paid parental leave as part of their benefits packages. Employees should consult their employer's human resources department to learn about available options.

These laws and programs are designed to support pregnant workers and new parents in Wyoming, ensuring they have the necessary protections and resources to balance work and family responsibilities effectively.