PWFA in Texas: Enforcement Reinstated

  • 1 minute read

On August 15, 2025, the Fifth Circuit reversed a prior injunction and restored EEOC enforcement of the Pregnant Workers Fairness Act (PWFA) against the State of Texas. This means that Texas state agencies and divisions are now required to comply with the act, just like private and other governmental employers (who were always covered).

What this means for HR compliance in the state of Texas:

  • Update policies to accommodate known limitations related to pregnancy, childbirth, or related conditions.
  • Run a documented interactive process, don’t default to leave if another reasonable accommodation works.
  • Tighten recordkeeping: requests, restrictions, accommodation trials, and outcomes.

How ConnectBridge can help:

Centralize PWFA/FMLA/ADA requests, guide managers through policy-driven workflows, and keep a defensible audit trail, so you can show consistent, individualized decisions if questions arise.

Want a quick compliance check? Book a brief walkthrough.

More Resources

  • Article

ADA: When Does Leave Become “Indefinite”?

A fresh Fourth Circuit reminder (Coffman v. Nexstar Media Inc., July 22, 2025): after months away with no firm return date, even a “probably September or October” estimate can be too vague to qualify as a reasonable accommodation. The ADA

Read More
  • Article

Return to Office is Back. Are Your HR Processes Prepared?

Return to office mandates are expanding across industries, but many employers underestimate the operational impact on leave and accommodation management. At ConnectBridge, we’re seeing that RTO decisions quickly intersect with FMLA, ADA accommodations, intermittent leave, and other workplace policies. When

Read More