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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