Recent Enforcement Trends: What Employees are Getting Wrong

  • 1 minute read

Regulators are sending a clear message: employers must be proactive when it comes to ADA, FMLA, and PWFA compliance. Recent EEOC enforcement actions highlight common missteps, including:

  • Forcing pregnant employees to take leave instead of exploring alternative accommodations under the PWFA.
  • Failing to extend leave as a reasonable accommodation under the ADA when an employee’s medical needs continued beyond their FMLA entitlement.
  • Skipping the interactive process and making assumptions about what an employee can or cannot do.


Lesson learned: Compliance is about more than paperwork. Employers need clear policies, well-trained managers, and documented processes to ensure that accommodations and leave requests are handled fairly and lawfully.

Practical step forward: Regularly audit your leave management policies, update them to reflect PWFA requirements, and train supervisors on how to properly respond to accommodation and leave requests.

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Civic Duty or Time Off? Employers & Voting Leave in Focus

Leave compliance isn’t just about FMLA, ADA, or PWFA — it also includes supporting employees’ right to vote. With Election Day approaching, here’s what employers need to know: Next week, we’ll share a practical action list for HR leaders to ensure voting leave compliance

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Navigating the Patchwork of State Paid Leave Laws

Paid leave compliance is becoming increasingly complex, with 23 states (and counting) enacting their own laws, and very little consistency between them. Here’s what employers need to know: Employers must align policies with state-specific accrual rates, usage rules, and carryover limits, while ensuring

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