Indiana mandates reasonable accommodations for pregnancy and related conditions.
Effective January 1, 2025, Indiana employers with 15 or more employees must provide reasonable accommodations for an employee's pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship on the employer's business. This includes modifications to job duties, work schedules, and physical environments.
Pregnancy Accommodation
Ensuring equitable treatment for pregnant workers in Indiana.
What those rules do as a Indiana shift is created.
Teambridge integrates Indiana's pregnancy accommodation law directly into its scheduling and HR workflows. When an employee notifies their manager or HR of a pregnancy or related condition, Teambridge flags the employee's profile to initiate the interactive accommodation process.
Accommodation Request Flagging
When an employee indicates pregnancy, Teambridge automatically flags their profile, prompting managers to initiate the interactive process and document accommodation requests.
Documentation & Tracking
Teambridge provides templates for documenting accommodation requests, employer responses, and the interactive process, ensuring compliance with state record-keeping requirements.
Undue Hardship Evaluation Support
For complex requests, Teambridge can prompt managers to consult HR for an undue hardship analysis, helping to ensure legally sound decisions and prevent discriminatory denials.
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Indiana's Reasonable Accommodation for Pregnancy Law
Indiana Code 22-9-12 mandates that employers with 15 or more employees provide reasonable accommodations for an employee's pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship on the employer.
Ind. Code § 22-9-12-1(b): "An employer may not fail or refuse to make reasonable accommodations for an employee's pregnancy, childbirth, or related medical conditions, unless the employer demonstrates that the accommodation would impose an undue hardship on the operation of the business of the employer."
Covered Employers and Employees
The law applies to employers that employ 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. It covers employees who are pregnant, have given birth, or have related medical conditions. The employer must engage in a timely, good faith interactive process with the employee to determine effective reasonable accommodations.
Types of Reasonable Accommodations
Reasonable accommodations may include, but are not limited to, modifications to job duties, work schedule adjustments (e.g., flexible hours, telework), light duty assignments, breaks for rest or pumping breast milk, acquisition or modification of equipment, and temporary transfers to a less strenuous or hazardous position. Employers are prohibited from taking adverse employment actions against an employee who requests or uses a reasonable accommodation.
Teambridge ensures Indiana pregnancy accommodation compliance without manual oversight.
Teambridge automates the critical steps for Indiana pregnancy accommodation compliance, from initial request to documentation, ensuring your organization meets its legal obligations and fosters an inclusive workplace.
Proactive Identification of Accommodation Needs
When an employee updates their status or submits a request indicating pregnancy or a related condition, Teambridge automatically triggers a workflow to notify relevant managers and HR personnel, initiating the accommodation process promptly.
Structured Support for Accommodation Discussions
Teambridge provides guided prompts and checklists for managers to facilitate the interactive process, ensuring all necessary information is gathered, potential accommodations are explored, and documented communication occurs in compliance with Ind. Code 22-9-12.
Seamless Integration into Workflows
Once accommodations are agreed upon, Teambridge helps implement them by adjusting schedules, assigning tasks, or updating role descriptions. It also tracks the duration and effectiveness of accommodations, allowing for timely reviews and adjustments.
Automated Compliance Documentation
All interactions, decisions, and implemented accommodations are automatically logged within Teambridge, creating an auditable trail. This ensures your organization has comprehensive records readily available for compliance checks and to demonstrate good faith efforts.
People also ask.
What types of employers are covered by Indiana's pregnancy accommodation law?
Indiana's pregnancy accommodation law (Ind. Code 22-9-12) applies to employers who employ 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.
When did the Indiana pregnancy accommodation law take effect?
The Indiana pregnancy accommodation law became effective on January 1, 2025.
What is considered a "reasonable accommodation" under this law?
Reasonable accommodations can include, but are not limited to, modifications to job duties, flexible work schedules, light duty assignments, breaks for rest or pumping, acquisition or modification of equipment, and temporary transfers to less strenuous positions. The employer must engage in an interactive process with the employee to determine effective accommodations.
Can an employer deny a pregnancy accommodation request?
An employer may deny an accommodation request only if they can demonstrate that providing the accommodation would impose an "undue hardship" on the operation of the business. This requires a significant difficulty or expense, considering the nature and cost of the accommodation, the overall financial resources of the facility involved, and the employer's overall business size and operations.
Are employers required to provide leave for pregnancy or childbirth?
While Indiana does not have a statewide paid family leave law, leave for pregnancy or childbirth can be a form of reasonable accommodation under Ind. Code 22-9-12. Additionally, eligible employees may be entitled to leave under the federal Family and Medical Leave Act (FMLA).
What are the penalties for non-compliance with Indiana's pregnancy accommodation law?
Employees who believe their rights under Ind. Code 22-9-12 have been violated may file a complaint with the Indiana Civil Rights Commission (ICRC). The ICRC can investigate, attempt conciliation, and if necessary, issue a finding of discrimination, which can lead to remedies such as back pay, reinstatement, and other damages.