Describe the work change you need
The EEOC gives time off for postpartum depression therapy as an example of a possible accommodation under the Pregnant Workers Fairness Act. Whether the law applies and what accommodation is appropriate depend on the situation. The process involves discussing the employee's limitation and an effective workplace adjustment.
Before contacting your employer, write down the proposed appointment day, the expected time away, and when you want to review the arrangement. Include travel or a private place for a video appointment if those are part of your actual request. Leave uncertain appointment details marked as pending.
Sources: EEOC: Pregnancy, childbirth, or related medical conditions accommodations
Use a short, concrete request
A starting point could be: 'I need a schedule adjustment for treatment related to childbirth. I am requesting time away on [day and time] beginning [date]. Who should I work with to discuss this?' Change this example to reflect your circumstances; it is a conversation aid, not a required form.
EEOC guidance says a PWFA accommodation request does not need special wording or a written form. Keeping your own dated note can still help you remember what you requested and who is following up. Ask which employer contact handles the next step.
Sources: EEOC: What you should know about the Pregnant Workers Fairness Act
Clarify documentation before requesting a letter
Ask the employer contact what information is needed, who receives it, and how it should be submitted. Under the EEOC's guidance, supporting documentation may be requested only when reasonable under the circumstances; it is not automatically required for every request.
Take the exact request to your treating clinician and ask what they can assess or document. Do not promise an employer that a particular letter, diagnosis statement, or deadline will be available. Keep the employer's administrative questions separate from what you want to discuss during treatment.
Sources: EEOC: What you should know about the Pregnant Workers Fairness Act
Match the proposed arrangement to a real appointment
Use a small planning note with three entries: the time you requested at work, the appointment time confirmed by the practice, and anything still awaiting a response. If those entries differ, return to the relevant contact before treating the schedule as settled.
Ask the practice about its rescheduling process and ask the employer how to report an appointment change. These are questions to resolve for your own arrangement, not assumptions about flexible hours, evening appointments, or approval. If the first option is difficult, identify another workable time to discuss.
Sources: EEOC: Pregnancy, childbirth, or related medical conditions accommodations
Confirm who owns the next step
After the discussion, record the agreed start date, any review date, the person handling follow-up, and the method for reporting schedule changes. Ask separately how any time away is recorded or paid; a schedule request alone does not answer payroll or leave-benefit questions.
The EEOC distinguishes PWFA accommodations from FMLA leave. If your employer raises a separate leave process, ask for its instructions and contact rather than assuming that approval under one process completes the other.
Sources: EEOC: What you should know about the Pregnant Workers Fairness Act
Your next-step checklist
- Write the specific work barrier and proposed schedule change.
- Ask the practice which appointment times are actually available.
- Identify the employer contact and any reasonable documentation request.
- Record what is confirmed, what is pending, and the follow-up date.
Keep personal, insurance and medical information in the appropriate organization’s approved secure channel.
Common questions
Do I need to say 'PWFA' to start the conversation?
EEOC guidance says special legal language is not required. Explain that you need a work change because of a limitation related to pregnancy, childbirth, or a related medical condition, and ask who handles the request. This guide does not determine whether your situation is covered.
Sources: EEOC: What you should know about the Pregnant Workers Fairness Act
Does a clinician's appointment confirmation guarantee my requested schedule?
No. An appointment confirmation and the employer's accommodation process answer different questions. Ask each contact to clarify its own next step. Keep an alternative appointment option available to discuss if the proposed schedule needs adjustment.
Sources: EEOC: Pregnancy, childbirth, or related medical conditions accommodations
Sources and verification
The sources below support the administrative information in this guide. Follow the responsible organization’s current instructions when requirements, forms or contact routes change.