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.