Pregnancy can bring a lot of changes.
You may feel more tired. Your back may hurt. You may need more bathroom breaks. You may also have many doctor visits.
And through all of this, you may still need to go to work.
That can bring up some big questions:
Can I ask to sit down more?
Can I take time off for a prenatal visit?
What happens if my doctor says I should not lift heavy things?
Will I get paid while I am out after having my baby?
Can I return to the same job?
These are important questions.
The good news is that workers in New York have several protections and benefits that may help during pregnancy and after a baby is born.
Knowing about them early can make planning much easier.
You May Be Able to Ask for Changes at Work
Imagine Maya.
Maya is pregnant and works in a busy store. She usually stands for most of her shift.
As her pregnancy moves along, standing all day starts to hurt her back and legs.
Maya does not want to stop working.
She just needs a little help.
She might ask for a stool so she can sit sometimes. She might need more bathroom or water breaks. She may also need help lifting heavy boxes.
These kinds of changes are called workplace accommodations.
That is a big phrase with a simple meaning.
An accommodation is a reasonable change that helps you do your job while taking care of a pregnancy-related need.
Federal law protects many pregnant workers through the Pregnant Workers Fairness Act, often called the PWFA. The law says covered employers must consider reasonable changes for workers who have limitations related to pregnancy, childbirth, or related medical conditions unless the change would cause the employer serious difficulty or expense.
New York has protections too. The New York State Human Rights Law protects workers against pregnancy discrimination and requires reasonable accommodations for pregnancy-related conditions. New York’s protections apply broadly to employers in the state.
What Kind of Changes Can I Ask For?
Every pregnancy is different.
Every job is different too.
Someone who works at a computer may need something different from a person who works in a school, restaurant, hospital, warehouse, store, or construction job.
Possible accommodations may include:
- Sitting instead of standing for long periods
- Taking extra bathroom breaks
- Keeping water nearby
- Taking breaks to eat
- Changing a work schedule
- Getting help with heavy lifting
- Using light-duty work when available
- Changing certain physical duties
- Taking time away for pregnancy-related medical care
- Temporarily working from home when the job allows it
New York State guidance also lists changes such as rest or water breaks, modified schedules, medical leave, light-duty assignments, and transfers away from hazardous work as possible accommodations.
The right answer depends on your health and your job.
Talk with your health care provider if you are not sure what is safe for you.
Why Can Changes at Work Matter?
Most people can safely continue working during pregnancy.
Still, some jobs involve a lot of lifting, standing, bending, or other physical work.
A large research review looked at 80 studies involving more than 850,000 pregnancies. Researchers found that some types of very physically demanding work were linked with a higher chance of problems such as preterm birth or low birth weight. The researchers also noted that the evidence was not equally strong for every type of work activity. (Cai et al., 2020).
This does not mean that exercise, movement, or having a physical job is automatically dangerous.
It means that pregnancy is not one-size-fits-all.
Talk with your doctor or other health care provider about the work you actually do.
How Do I Ask My Employer for Help?
You do not need to know complicated legal words.
You can simply explain what you need.
You might say:
“Because of my pregnancy, standing for my whole shift has become difficult. Could I use a stool while I work?”
You could also say:
“I need more bathroom breaks because of my pregnancy.”
Or:
“My health care provider does not want me lifting heavy items right now. Can we talk about another way for me to complete that part of my job?”
You can begin by talking with your supervisor or human resources department.
Putting your request in writing can also help you keep a record of what you asked for.
Under federal law, you and your employer may talk back and forth about possible solutions. This is sometimes called the interactive process.
Your employer may sometimes ask for information from a health care provider.
However, medical paperwork is not needed for every simple pregnancy accommodation.
Pregnancy Discrimination Is Not Okay
Pregnancy should not make you a “problem employee.”
An employer should not fire you, cut your hours, refuse to hire you, or treat you worse simply because you are pregnant.
New York law protects workers from pregnancy discrimination. It also protects workers who need reasonable pregnancy-related accommodations.
Research shows that pregnancy discrimination can affect more than someone’s job.
A study published in the Journal of Applied Psychology found that pregnancy discrimination was connected with higher stress. That stress was then linked with poorer health outcomes for some mothers and babies. (Hackney et al., 2021).
Another study found that workplace pregnancy discrimination was associated with more symptoms of depression and anxiety during pregnancy and with postpartum depression. Social support appeared to reduce some of these effects. (Borrowman et al., 2023).
A respectful and supportive workplace matters.
New York Has Paid Time for Prenatal Care
Here is an important benefit that many workers may not know about.
Since January 1, 2025, New York private-sector workers have been entitled to 20 hours of Paid Prenatal Leave during a 52-week period.
This time is separate from regular New York sick leave.
It may be used for pregnancy-related health care such as:
- Physical exams
- Prenatal checkups
- Medical procedures
- Pregnancy monitoring
- Medical testing
- Talking with a health care provider about pregnancy
- End-of-pregnancy care
- Fertility treatment
There is no minimum amount of time that a private-sector worker must work before getting this benefit. Newly hired and part-time employees are included.
This leave can make prenatal appointments much easier to manage.
Instead of losing an entire workday for a one-hour appointment, a worker may use the time they actually need.
One important rule is that Paid Prenatal Leave is for the person receiving the pregnancy-related medical care.
A spouse or partner cannot use the pregnant person’s Paid Prenatal Leave to attend the appointment.
There Is More Than One Type of Leave
This part can feel confusing.
People often use the phrase “maternity leave” as if there is one program.
In New York, several different programs may be involved.
Think of them as different puzzle pieces.
Some protect your job.
Some replace part of your pay.
Some are for your own health.
Others are for bonding with your baby.
New York Disability Benefits
Pregnancy and childbirth can sometimes make a person medically unable to work.
Workers covered by New York’s Disability Benefits Law may qualify for disability payments during pregnancy and recovery after birth.
New York generally recognizes pregnancy-related disability for:
- Up to four weeks before the expected due date
- About six weeks after a vaginal birth
- About eight weeks after a Cesarean birth
More time may be possible when a medical condition keeps the parent unable to work. Medical paperwork may be required.
Disability benefits are about the birth parent’s medical condition and recovery.
They are not the same as bonding leave.
New York Paid Family Leave
After your baby is born, eligible workers may use New York Paid Family Leave, or PFL, to spend time bonding with their child.
In 2026, eligible workers may receive up to 12 weeks of job-protected leave.
The program pays 67% of the worker’s average weekly wage, up to a state maximum. For 2026, the maximum weekly benefit is $1,228.53.
Paid Family Leave can be used during the baby’s first 12 months.
It can be taken all at once or in full-day pieces.
When leave can be planned ahead, workers generally need to tell their employer at least 30 days before the leave begins.
Paid Family Leave begins after the child is born. It cannot be used for a worker’s own prenatal medical condition.
A birth parent may sometimes use disability benefits first for medical recovery and then use Paid Family Leave for bonding.
The two benefits cannot be collected at the same time.
What About FMLA?
Some workers may also qualify for the federal Family and Medical Leave Act, usually called FMLA.
FMLA can provide up to 12 weeks of job-protected leave for certain family and medical reasons.
This can include pregnancy-related medical needs, childbirth, and bonding with a new child.
FMLA itself does not guarantee that you will be paid.
To qualify, a worker generally must:
- Work for a covered employer
- Have worked there for at least 12 months
- Have worked at least 1,250 hours during the previous 12 months
- Work at a location where the employer has at least 50 employees within 75 miles
Special rules apply to public agencies and schools.
Sometimes FMLA and New York Paid Family Leave happen at the same time rather than one after the other.
That is why it is important to ask your employer exactly how your leave will be counted.
Plan Before Your Due Date
It is easier to make a plan before the baby arrives.
A few months before your due date, ask your employer or human resources department for copies of the company’s leave policies.
Keep your own folder too.
You can save:
- Emails
- Accommodation requests
- Leave forms
- Medical paperwork
- Benefit information
- Leave approval letters
- Insurance information
This can save you from hunting through old emails while holding a newborn at 3 a.m.
Questions to Ask Your Employer or HR Department
You do not need to ask everything at once.
But these questions can help:
- What pregnancy accommodations are available at my workplace?
- How do I request New York Paid Prenatal Leave?
- Do I qualify for New York disability benefits?
- Do I qualify for New York Paid Family Leave?
- Do I qualify for FMLA?
- Which leave programs will run at the same time?
- How much of my normal paycheck will I receive?
- Will I need to use vacation or sick days?
- What forms will I need?
- Will I need paperwork from my doctor or midwife?
- What will happen to my health insurance while I am out?
- How much notice should I give before my leave begins?
- What is my expected return-to-work date?
- Who should I contact if my baby’s birth date changes my leave dates?
- What are the rules for pumping breast milk when I return?
Ask for important answers in writing when possible.
Planning Your Return to Work
Coming back to work is another big transition.
If you plan to pump breast milk, New York gives workers important protections.
New York employers must provide eligible workers with 30 minutes of paid break time whenever reasonably needed to pump breast milk.
These protections last for up to three years after childbirth.
The pumping breaks are in addition to regular meal periods and other normal breaks. Employers must also provide an appropriate private place for pumping.
Federal law also protects most nursing workers. Under the federal PUMP Act, most workers have the right to reasonable pumping breaks and a private space that is not a bathroom for up to one year after birth.
Before returning to work, ask:
- Where will I pump?
- Is the space private?
- Is there a chair?
- Is there access to electricity?
- Where can I safely store breast milk?
- Who should I tell when I need a pumping break?
- How will breaks work with my schedule?
Talking about this before your first day back can make the transition much easier.
Your Pregnancy-at-Work Planning Checklist
Early in Pregnancy
☐ Learn about your employer’s pregnancy policies.
☐ Find out who handles accommodation requests.
☐ Learn about New York Paid Prenatal Leave.
☐ Keep track of prenatal appointments.
During Pregnancy
☐ Tell your health care provider what kind of work you do.
☐ Ask whether any work duties should change.
☐ Ask for accommodations if you need them.
☐ Keep copies of important emails and forms.
A Few Months Before Birth
☐ Ask HR about disability benefits.
☐ Ask about New York Paid Family Leave.
☐ Check whether you qualify for FMLA.
☐ Find out how much income you may receive while out.
☐ Find out what happens to your health insurance.
☐ Ask what paperwork you need.
☐ Make a rough leave and return-to-work plan.
Before Returning to Work
☐ Confirm your return date.
☐ Arrange child care.
☐ Ask about pumping space and breaks if needed.
☐ Update your supervisor if your medical needs have changed.
☐ Give yourself time to adjust. Returning to work with a new baby is a big change.
Key Takeaways for Parents
You can ask for help at work. Pregnancy-related accommodations may include changes such as sitting, drinking water, taking bathroom breaks, changing duties, modifying a schedule, or taking medical leave.
New York provides Paid Prenatal Leave. Private-sector employees have 20 paid hours for prenatal health care during a 52-week period.
Medical recovery and bonding leave are different. New York disability benefits may help during pregnancy and recovery from childbirth. New York Paid Family Leave is used after birth for bonding.
Paid Family Leave can provide up to 12 weeks. In 2026, eligible employees can receive 67% of their wages up to the state maximum while taking job-protected leave.
FMLA may provide additional job protection. It can provide up to 12 weeks of protected leave for eligible workers, but the leave itself is not necessarily paid.
You have rights when you return to work too. New York workers have strong protections for pumping breast milk at work.
Most importantly, ask questions early.
You do not have to figure everything out the week your baby arrives.
Video Resources:
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Westchester County Resources
United Way’s 2-1-1 Hudson Valley
Not sure where to begin?
Dial 2-1-1.
United Way’s 2-1-1 Hudson Valley is a free and confidential service available 24 hours a day, seven days a week, 365 days a year.
Trained specialists can help Westchester families find services for:
- Child care
- Food
- Housing
- Health care
- Mental health
- Employment
- Transportation
- Government benefits
- Family support
- Legal services
- Financial needs
Translation help is available in more than 200 languages.
Families can dial 211 or text their ZIP code to 898211.
Find help through Hudson Valley 2-1-1
Westchester County Office for Women
The Westchester County Office for Women is a local resource for women and families.
The office provides information and referrals about issues including:
- Employment
- Equal pay
- Legal concerns
- Child care
- Women’s health
- Financial planning
- Sexual harassment
- Family concerns
- Domestic violence
If the office cannot answer a question directly, staff may be able to connect a resident with another program that can help. Services are available in English and Spanish.
Westchester County Office for Women
Westchester County Department of Social Services — Child Care Assistance
Child care can become one of the biggest parts of a family’s return-to-work plan.
Westchester County’s Child Care Assistance Program may help eligible families pay for child care.
Families can contact the Child Care Assistance Office at:
914-995-6521 or 914-995-6522
The office is located at:
10 County Center Road, 2nd Floor
White Plains, NY 10607
Eligibility rules apply.
Child Care Council of Westchester
The Child Care Council can help families understand child care options, find providers, and learn about possible financial help.
Families seeking help with public Child Care Assistance may contact the Council at:
914-761-3456, extension 140
The Council also provides information about scholarships and the cost of child care in Westchester County.
Child Care Council of Westchester
Westchester County WIC
The Women, Infants and Children program, usually called WIC, helps eligible pregnant, breastfeeding, and postpartum parents as well as infants and young children.
WIC can provide:
- Nutrition education
- Healthy food benefits
- Breastfeeding support
- Counseling
- Referrals to other health services
Westchester County’s WIC program serves thousands of local families each year.
Westchester County WIC information
New York State Resources
New York State Paid Prenatal Leave
Use this resource to learn about the 20 hours of paid prenatal leave available to private-sector workers for pregnancy-related medical care.
New York State Paid Prenatal Leave information
New York State Paid Family Leave
Use this resource to learn about:
- Eligibility
- Bonding leave
- Benefit amounts
- Required forms
- How to apply
- Job protection
- Leave after birth
The Paid Family Leave Helpline is:
844-337-6303
Monday through Friday, 8:30 a.m. to 4:30 p.m.
New York State Workers’ Compensation Board — Disability Benefits
This is the state resource for questions about pregnancy-related disability benefits before and after childbirth.
Birth parents may also use the site to understand how disability benefits work with Paid Family Leave.
New York State Disability Benefits information
New York State Division of Human Rights
Contact the Division of Human Rights if you have questions about pregnancy discrimination or pregnancy-related workplace accommodations.
New York State guidance explains that pregnancy discrimination is unlawful and that workers may have a right to reasonable accommodations.
For information about pregnancy or breastfeeding workplace rights, New York State lists:
844-697-3471
New York State Division of Human Rights pregnancy guidance
New York State Department of Labor — Breast Milk Expression at Work
This resource explains a worker’s right to:
- Paid pumping breaks
- A private pumping space
- Pump as often as reasonably needed
- Use those protections for up to three years after childbirth
New York pumping-at-work rights
Federal Resources
U.S. Equal Employment Opportunity Commission
The EEOC explains the Pregnant Workers Fairness Act and federal protections related to pregnancy accommodations and discrimination.
Pregnant Workers Fairness Act information
U.S. Department of Labor — FMLA
The U.S. Department of Labor explains who may qualify for the Family and Medical Leave Act and how the 12 weeks of job-protected leave work.
Family and Medical Leave Act information
U.S. Department of Labor — Pump at Work
This resource explains federal protections for workers who need to pump breast milk after returning to work.
Federal Pump at Work information
Remember
Pregnancy, birth, and returning to work can feel like a lot to plan.
You do not need to know every law by heart.
Start with a few questions.
What do I need to stay healthy at work?
What benefits do I qualify for?
How much time can I take?
How much will I be paid?
What paperwork do I need?
Who can help me if something goes wrong?
Talk with your health care provider.
Talk with your employer or human resources department.
Keep copies of your paperwork.
And if you live in Westchester and do not know where to turn, dial 2-1-1.
Getting information early can help you make a plan that works for you, your job, and your growing family.
References
Borrowman, J. D., Krumboltz, R., Jones, M., & Whitaker, K. M. (2023). Occupational pregnancy discrimination is associated with negative health impacts for pregnant persons and their children. Journal of Occupational and Environmental Medicine, 65(12), e791–e796. https://doi.org/10.1097/JOM.0000000000002984.
Cai, C., Vandermeer, B., Khurana, R., Nerenberg, K., Featherstone, R., Sebastianski, M., & Davenport, M. H. (2020). The impact of occupational activities during pregnancy on pregnancy outcomes: A systematic review and meta-analysis. American Journal of Obstetrics & Gynecology, 222(3), 224–238. https://doi.org/10.1016/j.ajog.2019.08.059.
Hackney, K. J., Daniels, S. R., Paustian-Underdahl, S. C., Perrewé, P. L., Mandeville, A., & Eaton, A. A. (2021). Examining the effects of perceived pregnancy discrimination on mother and baby health. Journal of Applied Psychology, 106(5), 774–783. https://doi.org/10.1037/apl0000788.
New York State Department of Labor. (2026). Paid Prenatal Leave.
New York State Department of Labor. (2026). Breast milk expression in the workplace.
New York State Division of Human Rights. (2026). Guidance on pregnancy discrimination and reasonable accommodation of pregnancy-related conditions.
New York State Workers’ Compensation Board. (2026). Disability Benefits: Pregnancy and maternity leave.
New York State Workers’ Compensation Board. (2026). Paid Family Leave: Bonding leave for the birth of a child.
U.S. Department of Labor. (2025). Fact Sheet #28: The Family and Medical Leave Act.
U.S. Department of Labor. (2025). Fact Sheet #73: FLSA protections for employees to pump breast milk at work.
U.S. Equal Employment Opportunity Commission. (2026). Pregnant Workers Fairness Act.
Legal Disclaimer: The information provided by our nonprofit is for informational purposes only and not a substitute for professional medical advice, diagnosis, or treatment. Always consult a qualified healthcare provider for medical concerns. We make no guarantees about the accuracy or completeness of the information and are not liable for any decisions made based on it. If you have a medical emergency, call 911 or seek immediate medical care.
