A pregnancy accommodation issue usually begins with a practical work problem: lifting, standing, schedule, breaks, appointments, temporary restrictions, leave, or another limitation related to pregnancy, childbirth, or a related medical condition.
Make the request understandable
The worker does not need to draft a legal brief. The useful record identifies the limitation affecting work and the change that could help. Depending on the situation, medical documentation may or may not be appropriate under the governing rules.
Discuss the actual job
Preserve the job duties, essential-function description, schedule, request, proposed alternatives, employer response, and any temporary measures. If the employer says an option is not workable, note the operational reason and whether alternatives were discussed.
Keep discrimination, leave, and accommodation separate
A worker may need time away from work, an adjustment while continuing to work, or protection from adverse treatment because of pregnancy. Those are different questions. More than one law may apply, and the available route can depend on employer coverage and the specific facts.
Watch attendance coding
If an accommodation or leave issue later becomes attendance discipline, preserve the absence dates, reason, documentation, points or occurrences, exceptions, and who coded the absence.