Workplace Rights & Pregnancy Protection for Single Mothers in Texas

Last updated: September 2025

This guide is built for Texas single moms who need fast, accurate steps to protect their job, income, health, and time with their baby. You’ll find plain-English instructions, deadlines, documents, and where to call today. Every section ends with Plan B steps.

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If You Only Do 3 Things — Emergency Actions to Take

• Ask in writing for a pregnancy accommodation today: Use simple language and request one change you need now (for example, extra restroom breaks, a stool to sit, or light duty). Point to your rights under the federal Pregnant Workers Fairness Act and Texas law that bars pregnancy bias. File by email or portal so you have proof, and note you are open to alternatives. See rights at [EEOC — What You Should Know about the PWFA] and [Texas Labor Code Chapter 21]. (eeoc.gov)
• Stop a pumping-rights violation fast: Tell your manager you need break time and a private, non-bathroom space to pump, then call the federal helpline if they refuse. The PUMP Act covers most workers, and Texas adds protections for public employees. Learn the rules at [U.S. Department of Labor — Fact Sheet #73] and [Texas DSHS — Worksite Lactation Laws]. (dol.gov)
• Protect your filing deadlines: In Texas you generally have 180 days to file with the state and 300 days to file with the EEOC for job discrimination. Start your intake now and save your emails and texts as evidence. File through the [EEOC Public Portal] and the [TWC Civil Rights Division EDISS]. (eeoc.gov)

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Quick Help Box — Numbers and Links to Keep Handy

• EEOC — Discrimination & PWFA help: 1-800-669-4000; ASL 1-844-234-5122; file via the [EEOC Public Portal] and find offices like the [EEOC Dallas District Office]. (eeoc.gov)
• U.S. Department of Labor (Wage & Hour) — PUMP Act & FMLA: 1-866-4US-WAGE (1-866-487-9243); file complaints online at [DOL — Filing a complaint (WHD)]; see local Texas offices in [WHD Local Offices]. (beta.dol.gov)
• Texas Workforce Commission — Civil Rights Division (pregnancy bias in Texas): 1-888-452-4778; submit via [TWC CRD — Employment Discrimination EDISS]; statute details in [Texas Labor Code Chapter 21]. (twc.texas.gov)
• Texas WIC — Food & breastfeeding support: 1-800-942-3678; apply at [Texas WIC — Apply]; clinic finder in [Texas WIC — Contact Us]. (texaswic.org)
• 2‑1‑1 Texas — Find local rent, diapers, legal aid: Dial 2‑1‑1 or 1‑877‑541‑7905; search at [211 Texas/United Way HELPLINE] and [2‑1‑1 North Texas]. (unitedwayhouston.org)

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What Laws Protect You — And What They Really Mean in Texas

The fastest way to keep your job and your health is to use the laws that fit your situation. Below is the core set you’ll rely on most often in Texas.

Key protections at a glance

Reality check: A federal court in Louisiana vacated part of the EEOC’s PWFA rule about abortion accommodations in May 2025, while other PWFA protections remain in effect. Watch for updates if your request involves abortion-related leave. See reporting at [Reuters — May 22, 2025] and [AP — May 21, 2025]. (reuters.com)

Plan B — What to do if this doesn’t work: If your employer says you’re “not eligible” or “too small,” ask them to cite the law and headcount rule in writing; then call the [EEOC] and [DOL WHD] to confirm coverage and next steps. If the issue involves state employment or public benefits access, also contact the [TWC Civil Rights Division]. (eeoc.gov)

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How To Ask for Pregnancy Accommodations (and Get Them)

Start with one simple, low-cost change: In your email or HR portal, request what you need now—like extra breaks to drink water, more restroom breaks, a stool to sit, help with lifting, or time off for prenatal visits. These “predictable assessments” are the kind EEOC says will be reasonable in almost all cases. Share the EEOC’s summary and stay open to alternatives. See [EEOC — Final Rule Summary] and [EEOC — PWFA overview]. (eeoc.gov)

Use the interactive process: Ask HR to meet and talk through options and timelines, and request an interim accommodation if a decision will take time. You usually don’t need detailed medical records for simple needs; a short note may help for lifting limits or schedule changes. Learn what’s typical in the [EEOC rule summary] and find templates via [A Better Balance — PWFA FAQ & letters]. (eeoc.gov)

Document everything: Save emails, texts, schedules, write-ups, and photos of pumping spaces. Track any negative changes after you asked—like cuts in hours or discipline. Retaliation for asking is illegal under PWFA and Title VII. Read [EEOC — Pregnancy Discrimination] and [EEOC — PWFA overview]. (eeoc.gov)

Plan B — What to do if this doesn’t work: If your boss stalls or says “no,” reply that you’re requesting an effective accommodation and ask what alternatives they can offer. Then call [EEOC] to start a charge intake (deadline 300 days in Texas) and ask [A Better Balance Helpline] for strategy. If the refusal involves breaks or pumping space, call [DOL WHD] to open a PUMP Act case. (eeoc.gov)

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Pumping and Lactation Rights in Texas

Your baseline rights: Most workers have a right to break time and a private, non-bathroom space to pump for 1 year after birth under the PUMP Act, and you’re protected from retaliation for using it. Learn details in [DOL — Fact Sheet #73] and how to complain at [Worker.gov — Nursing Employees]. (dol.gov)

Extra rights for public employees: Texas requires public employers to have a lactation policy, provide break time, and a private room that’s not a multi-user bathroom; it also bans discrimination for using these rights. Read [Texas Gov’t Code Ch. 619] and the overview from [Texas DSHS — Lactation Laws]. (statutes.capitol.texas.gov)

Mother-Friendly workplaces: Many Texas employers pursue “Mother-Friendly” recognition, which often means better spaces and support. See recognition criteria at [Texas DSHS — Mother-Friendly Worksite] and federal help lines at [DOL WHD — Local Offices]. (dshs.texas.gov)

Plan B — What to do if this doesn’t work: Ask your employer to fix the space and schedule within 7 days, then contact [DOL WHD] for an enforcement referral. Public employees can also raise policy compliance with agency HR and point to [Texas Gov’t Code 619] in writing. (beta.dol.gov)

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Time Off for Pregnancy, Birth, and Recovery

Use FMLA if you qualify: If your employer has 50+ employees within 75 miles and you’ve worked 12 months with 1,250 hours, you can take up to 12 weeks of unpaid, job‑protected leave. You can also use intermittent leave for medical needs. See [DOL — FMLA Fact Sheet #28] and [DOL — FMLA Counting Leave #28I]. (dol.gov)

Paid parental leave for Texas state agency employees: Eligible state workers get 40 days paid for birth parents and 20 days for other qualifying events (effective Sept. 1, 2023). This is separate from FMLA. Read [Texas Government Code §661.9125 (Paid Parental Leave)] and see coordination with short‑term disability at [ERS — Texas Income Protection Plan]. (statutes.capitol.texas.gov)

Make your leave stack: Pair PWFA accommodations (like reduced lifting or extra breaks), PUMP Act breaks, FMLA when eligible, and any company PTO or short‑term disability plan. Use [DOL — FMLA Employee Protections #28A] and [EEOC — PWFA overview] to map timing. (dol.gov)

Plan B — What to do if this doesn’t work: If HR denies FMLA or miscounts hours, ask for the FMLA designation notice in writing and call [DOL WHD] to review. If your state agency denies paid parental leave eligibility, escalate with HR citing [Texas Gov’t Code §661.9125] and request review. (dol.gov)

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Fast Filing Deadlines and Where to File

Plan B — What to do if this doesn’t work: If you’re close to a deadline, file with EEOC first to preserve the 300‑day window and request cross‑filing to TWC CRD; if a wage claim is older than 180 days, call [DOL WHD] about federal options and talk to [Legal Aid of NorthWest Texas] or [Texas RioGrande Legal Aid]. (dol.gov)

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Health Care and Nutrition While You Work

Medicaid & CHIP — 12 months postpartum in Texas: As of March 1, 2024, Texas provides 12 months postpartum coverage for eligible Medicaid and CHIP enrollees. Apply at [Your Texas Benefits] or call 2‑1‑1; read the state announcement from [Texas HHS/Office of the Governor]. (gov.texas.gov)

WIC — food benefits and breastfeeding help: Apply online or by phone; many WIC clinics offer pump support and lactation counseling. Start at [Texas WIC — Apply] and get help via [Texas WIC — Contact Us]. (texaswic.org)

Plan B — What to do if this doesn’t work: If your Medicaid or SNAP case is delayed, call your caseworker weekly and request case status in writing; backlogs have caused wait times. Dial [2‑1‑1 Texas] for local clinics and appeal help, and escalate complaints to [HHS Civil Rights Office] if you suspect discrimination. (unitedwayhouston.org)

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Child Care You Can Use — Even With Long Waitlists

Child Care Services (CCS) scholarships: Managed by TWC’s local Workforce Solutions boards, CCS helps pay for care while you work, job‑search, or train. Start the unified application and find openings via [Find Child Care — TWC] and [Child Care Information for Parents — TWC]. (twc.texas.gov)

Expect wait times: Waitlists are long in major regions. Reports in 2025 showed nearly 95,000 families statewide waiting, with the Houston region averaging around 14 months; lawmakers considered new funding, but demand still exceeds supply. See coverage at [Houston Chronicle — Apr/May 2025] and local CCS updates on [TX3C bulletins]. (houstonchronicle.com)

Plan B — What to do if this doesn’t work: Ask your board about 90‑day “initial job search” care, sibling priorities, or special‑needs rate add‑ons. Check [Texas Child Care Availability Portal] and ask [2‑1‑1 Texas] about faith‑based or sliding‑scale centers and diaper banks while you wait. (twc.texas.gov)

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If You’re Fired, Hours Cut, or You Need Income While You Heal

Unemployment benefits: You may qualify if laid off or hours are cut through no fault of your own. If you quit for a medically verified reason (including pregnancy) and tried to resolve it first, you may still qualify; Texas also allows an alternate base period for people out of work due to pregnancy. See [TWC — Eligibility & Benefit Amounts] and legal basis at [Texas Labor Code §207.045]. (twc.texas.gov)

Weekly amount: Texas WBAs generally range from $74–$591 based on prior wages. Apply online through [TWC Unemployment Benefit Services] or call 1‑800‑939‑6631 for help. Read payment rules on [TWC — Eligibility & Benefit Amounts]. (twc.texas.gov)

Plan B — What to do if this doesn’t work: If your claim is denied, appeal fast and submit your doctor’s note and any emails showing you sought accommodations. Ask your Workforce Solutions office about [Shared Work] options if your hours dropped, and call [Legal Aid of NorthWest Texas] for appeal coaching. (twc.texas.gov)

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Safety on the Job if You’re Pregnant or Pumping

Reduce exposures: Some jobs increase risks during pregnancy—chemicals, radiation, night shifts, and heavy lifting. Use PWFA to request safer tasks or PPE changes and consult [CDC/NIOSH — Reproductive Health at Work] and [OSHA — Reproductive Hazards]. (cdc.gov)

Imminent danger: If a task poses a real danger of death or serious injury and there’s no time for inspection, you may be protected if you refuse that task after asking your employer to fix it. Read [OSHA — Right to Refuse Dangerous Work] and request an OSHA inspection if needed. (osha.gov)

Plan B — What to do if this doesn’t work: Ask for a temporary duty change under PWFA and then contact [OSHA] and [EEOC] if the hazard remains; use [NIOSH Health Hazard Evaluations] to assess your workplace. (osha.gov)

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Local Organizations, Charities, Churches, and Legal Help

Legal help: Apply with [Legal Aid of NorthWest Texas] (North/West Texas) and [Texas RioGrande Legal Aid] (Central/South/West). For free national guidance, try [A Better Balance Helpline] and the [National Women’s Law Center — Legal Help]. (txnd.uscourts.gov)

Community support: Call [2‑1‑1 Texas/United Way HELPLINE] for diapers, rent help, and shelters, and check your local United Way like [United Way Greater Houston]. Domestic violence survivors can reach the [Texas HHS Family Violence Program] or the 24/7 [National DV Hotline]. (unitedwayhouston.org)

Plan B — What to do if this doesn’t work: If a hotline is busy, try online chat for the [National DV Hotline] or ask 2‑1‑1 for other shelters and rapid re‑housing partners. For child support enforcement or modification, contact the [Texas Attorney General — Child Support]. (hhs.texas.gov)

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Resources by Region (Examples You Can Call Today)

• Houston/Harris County: Get legal and rent help via [United Way Greater Houston — 2‑1‑1] and search subsidized child care at [Texas Child Care Availability Portal]. For workplace filings, contact the [EEOC Houston District Office]. (unitedwayhouston.org)
• Dallas–Fort Worth: Start a discrimination charge at the [EEOC Dallas District Office] and search for CCS scholarships through [TWC Child Care for Parents]. For quick food help, 2‑1‑1 can connect you to local pantries. (eeoc.gov)
• San Antonio/Bexar County: File or ask about waitlists with your board and CCS through [Child Care Information for Parents — TWC]; for EEOC intakes, see the [San Antonio Field Office]. Use 2‑1‑1 for diapers and emergency utility help. (twc.texas.gov)
• Austin/Travis County: Apply for CCS via your board and check income limits at [Workforce Solutions Capital Area — Parents]; FMLA/PUMP enforcement help is at [DOL WHD — Austin Office]. Call 2‑1‑1 for local baby supplies. (wfscapitalarea.com)
• El Paso & Rio Grande region: Reach the [EEOC El Paso Area Office] and the [DOL WHD — El Paso Office] for enforcement help; ask 2‑1‑1 for bilingual resources and shelters. (eeoc.gov)

Plan B — What to do if this doesn’t work: If a local board is closed to new child‑care applicants, ask to join the waitlist, request “initial job search” care, and check nearby counties in [Texas Child Care Solutions]. Use [211 Texas] to locate church‑based programs. (twc.texas.gov)

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Diverse Communities: Tailored Pointers and Contacts

LGBTQ+ single mothers: You are protected from sex discrimination, including gender identity and sexual orientation, under Title VII as enforced by the [EEOC — Pregnancy Discrimination]. For local inclusive support, 2‑1‑1 can connect you to groups like the Montrose Center, and legal help is available through [National Women’s Law Center]. (eeoc.gov)

Single mothers with disabilities or disabled children: Ask for PWFA accommodations plus any ADA adjustments you need. If your child has disabilities, ask CCS about Inclusion Reimbursement or higher support via [TWC — Child Care for Parents]; for workplace access issues, contact the [EEOC]. (twc.texas.gov)

Veteran single mothers: Pair PWFA and FMLA with VA services and ask for employer leave coordination. For general Texas help, dial [2‑1‑1 Texas] and check DOL resources at [WHD Local Offices] for enforcement. (unitedwayhouston.org)

Immigrant or refugee single moms: You are protected regardless of status for most federal workplace laws. For discrimination based on citizenship status in hiring or firing, review filing steps via [USCIS — 11.5 Procedures for Filing Charges (IER)] and call EEOC about pregnancy bias under [Title VII/PWFA]. Language access and interpretation are available through hotlines. (uscis.gov)

Tribal-specific resources: Texas tribes and tribal programs can connect you to community support. Contact the [Alabama‑Coushatta Tribe of Texas] for services and food distribution details shown by [USDA FNS — Alabama‑Coushatta], and check workforce resources with [Ysleta del Sur Pueblo — Workforce Development]. PWFA and PUMP Act still apply to covered employers. (alabama-coushatta.com)

Rural single moms with limited access: Ask for tele‑intake with [EEOC] and phone complaints with [DOL WHD] if travel is hard. Use [211 Texas] to locate mobile clinics, food banks, and diaper banks within your county. (eeoc.gov)

Single fathers: The same PWFA/PUMP (lactation is protected for the lactating parent), anti‑discrimination, and FMLA rules apply if you are a birth parent or need bonding leave. Read [DOL — FMLA #28] and [EEOC — PWFA overview] and ask HR for equal treatment. (dol.gov)

Language access & accessibility: Request interpreters and large‑print forms when you call agencies like [EEOC] and [DOL WHD]; TTY/relay services include 711 and program‑specific TTY numbers on agency sites. Ask WIC for translated materials via [Texas WIC — Contact Us]. (dol.gov)

Plan B — What to do if this doesn’t work: If you can’t get through, leave a voicemail with your preferred language and call‑back number. Ask [211 Texas] to conference‑call the agency on your behalf and request accommodations. (crcg.hhs.texas.gov)

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Common Mistakes to Avoid

• Missing deadlines: Waiting past 180/300 days kills many cases. Start your intake with the [EEOC Public Portal] and [TWC CRD EDISS] the day an incident happens. (eeoc.gov)
• Requesting “leave only”: Employers can’t force leave if another accommodation works. Ask first for light duty, seating, or extra breaks using [EEOC — PWFA highlights] and then discuss leave if needed. (eeoc.gov)
• Not documenting: Keep a timeline with emails, doctor notes, and photos of your pumping space; this matters when you file with [DOL WHD] or [EEOC]. (beta.dol.gov)

Plan B — What to do if this doesn’t work: If you’re unsure what to request, call [A Better Balance] for a 10‑minute brainstorm and use their sample letters before meeting HR. (abetterbalance.org)

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Quick Reference Cheat Sheet

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Application Checklist — Print or Screenshot

• Write your request email: Ask for one accommodation; link to [EEOC — PWFA overview].
• Doctor note (if needed): A short note for lifting limits or schedule; keep a copy for [EEOC].
• Pumping plan: Ask where/when you can pump; keep [DOL — Fact Sheet #73] handy.
• FMLA forms (if eligible): Get medical certification; see [DOL — FMLA guide].
• Evidence file: Save texts, emails, schedules, and photos for [TWC CRD] or [DOL WHD].
• Child care plan: Apply with [TWC — Child Care] and call [2‑1‑1 Texas] for backups.
• WIC/Medicaid: Apply at [Texas WIC] and [Your Texas Benefits] for care and food supports. (eeoc.gov)

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Troubleshooting: If Your Application Gets Denied

EEOC/TWC discrimination charge: Ask for a copy of your intake, add any missing dates, and request cross‑filing. If needed, request an expedited right‑to‑sue letter under Texas law when processing will exceed 180 days. See [Texas Labor Code §§21.252–21.254] and [EEOC — Time Limits]. (statutes.capitol.texas.gov)

DOL WHD complaint (PUMP/FMLA/wages): Call your local office to confirm receipt and ask the status timeline. Expect a call within two business days after filing online; see [DOL — Filing a complaint (WHD)] and the Texas office list at [WHD Local Offices]. (beta.dol.gov)

Unemployment appeal: File by the deadline and attach your medical proof and accommodation requests. Read appeal steps via [TWC — Appeals (Payday Law Appeals Page shows general process and addresses)] and call the Tele‑Center if you get stuck. (twc.texas.gov)

Plan B — What to do if this doesn’t work: Get a free strategy call with [A Better Balance] or [Texas RioGrande Legal Aid] and ask [2‑1‑1 Texas] for additional legal clinics or church‑based support. (abetterbalance.org)

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County‑Level Variations You’ll Notice

• Child care waitlists: Houston/Gulf Coast and Dallas regions report some of the longest waits; San Antonio also reports heavy demand. Expect 10–15 business days after submission just for application review in busy months, with placement depending on openings. See reporting at [Houston Chronicle — 2025] and your board’s updates, like [Workforce Solutions Capital Area — Parents]. Call to confirm current availability before applying. (houstonchronicle.com)
• Public employers: Cities, counties, and school districts must follow [Texas Gov’t Code Ch. 619] for pumping space and time. Ask HR for the written policy and lactation room location, and cite [DSHS — Lactation Laws] if needed. (statutes.capitol.texas.gov)

Plan B — What to do if this doesn’t work: If your county board freezes new CCS intake, join the waitlist, ask about emergency slots, and use [Texas Child Care Availability Portal] to search nearby counties. For public employers that refuse lactation rights, escalate with written policy requests citing [Ch. 619]. (twc.texas.gov)

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FAQs — Texas Workplace Rights & Pregnancy

1. Do I have to be “high risk” to get an accommodation: No. Under PWFA you can ask for simple changes like extra water breaks or a stool without proving disability. See [EEOC — Final Rule Summary] and [EEOC — PWFA overview]. (eeoc.gov)
2. Can my boss make me take unpaid leave instead of adjusting my duties: Usually no, if another effective accommodation exists. That’s forbidden under PWFA. Read [EEOC — Final Rule Summary] and share it with HR. (eeoc.gov)
3. How fast do agencies respond after I file: DOL WHD says your local office will contact you within about two business days after you submit online, and EEOC schedules an intake after your portal inquiry. See [DOL — Filing a complaint (WHD)] and [EEOC Public Portal]. (beta.dol.gov)
4. Are pumping breaks paid: Breaks may be unpaid unless federal or state law, a CBA, or your employer’s policy says otherwise; but if you use a paid break to pump, you must be paid for that break. See [DOL — Fact Sheet #73] and ask HR for your policy. (dol.gov)
5. What if my employer has fewer than 15 employees: PWFA and Title VII coverage usually starts at 15. If your employer is smaller, you may still have PUMP Act rights and wage protections. Confirm with [DOL WHD] and [EEOC]. (dol.gov)
6. Is abortion time off covered: A Louisiana federal court vacated the EEOC rule language on abortion accommodations in May 2025; other PWFA protections remain. Check current status before filing. See [Reuters — May 22, 2025] and [AP — May 21, 2025]. (reuters.com)
7. How long can I pump at work: The PUMP Act requires accommodation for 1 year after birth; some employers provide more by policy. Read [DOL — Fact Sheet #73] and request policy details in writing. (dol.gov)
8. Can I get paid parental leave in Texas: State agency employees have a paid parental leave benefit (40 or 20 days) under [Texas Gov’t Code §661.9125]; most private employers are not required to offer paid family leave. Confirm with HR and check [TWC Work & Family Policies]. (statutes.capitol.texas.gov)
9. I left work because of pregnancy—can I get unemployment: Possibly, if it was a medically verified reason and you tried to keep the job first. Ask about the Alternate Base Period for pregnancy. See [TWC — Eligibility & Benefit Amounts] and [Texas Labor Code §207.045]. (twc.texas.gov)
10. Who can help me write the request: Use sample letters and free helplines like [A Better Balance] and [Center for WorkLife Law — Pregnant@Work]; then submit via HR portal or email. (abetterbalance.org)

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Tables You Can Screenshot

Table — Who to Call for What

Table — Deadlines at a Glance

Table — Leave & Pay Options

Table — Evidence You Should Save

Table — Quick Community Supports

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Reality Check Boxes

• Delays happen: CCS and benefit backlogs can stretch weeks or months in some areas. Time‑stamp every application and follow up every 7 days by phone or email. See reporting summarized through [Houston Chronicle — 2025] and call [2‑1‑1 Texas] if you’re stuck. Call to confirm current availability before applying. (houstonchronicle.com)
• PWFA litigation is evolving: Most accommodations remain enforceable, but abortion‑related provisions were vacated by a district court in Louisiana in May 2025; monitor updates and ask [EEOC] about current guidance. (reuters.com)

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“What To Do If This Doesn’t Work” — Master Plan B

• Get a second opinion fast: Call [A Better Balance] or [Pregnant@Work — Center for WorkLife Law] to pressure‑test your request and tighten your paper trail. (abetterbalance.org)
• Escalate politely in writing: Ask HR to name the law or policy they rely on; include links to [EEOC — PWFA overview] and [DOL — PUMP Act] and request an interim accommodation. (eeoc.gov)
• Protect your deadlines: File with [EEOC] while you keep talking to HR; for wages or pumping, file with [DOL WHD]. If denied UI, appeal with [TWC]. (eeoc.gov)

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Spanish Summary — Resumen en Español

Esta sección fue traducida con herramientas de IA. Revise siempre los enlaces oficiales antes de actuar.

• Embarazo en el trabajo: Usted puede pedir ajustes razonables (tiempos extra para baño/agua, tareas más ligeras) bajo la ley federal PWFA. Lea [EEOC — PWFA] y pida por escrito lo que necesita, con fecha. (eeoc.gov)
• Lactancia en el trabajo: La ley PUMP exige pausas y un lugar privado (no baño) para extraer leche por 1 año. Si le niegan esto, llame a 1‑866‑487‑9243 o presente queja en [DOL WHD — Quejas]. (beta.dol.gov)
• Discriminación: En Texas tiene 180 días para la agencia estatal y 300 días para la EEOC. Empiece su caso en el [Portal Público de la EEOC] y guarde todos los mensajes. (eeoc.gov)
• Salud y alimentación: Texas ofrece 12 meses de cobertura posparto (desde 1 de marzo de 2024). Revise [HHS Texas — Extensión de posparto] y solicite WIC en [Texas WIC]. (gov.texas.gov)
• Apoyo local: Marque 2‑1‑1 para pañales, renta y cuidado infantil; vea [2‑1‑1 Texas — HELPLINE] y [TWC — Cuidado infantil]. (unitedwayhouston.org)

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About This Guide

Compiled by the ASingleMother.org Editorial Team.

This guide uses official sources including:

• [U.S. Equal Employment Opportunity Commission — PWFA overview & rule summary] and [EEOC — Pregnancy Discrimination]. (eeoc.gov)
• [U.S. Department of Labor — FMLA & PUMP Act resources] and [DOL WHD — Filing a Complaint]. (dol.gov)
• [Texas Labor Code Chapter 21] and [Texas Payday Law]. (statutes.capitol.texas.gov)
• [Texas Gov’t Code Ch. 619 — Lactation for public employees] and [Texas DSHS — Worksite Lactation Laws]. (statutes.capitol.texas.gov)
• [Texas HHS/Governor — 12‑month postpartum Medicaid/CHIP] and [Texas WIC]. (gov.texas.gov)
• [TWC — Child Care for Parents] and [Texas Child Care Availability Portal]. (twc.texas.gov)

Last verified: September 2025, next review April January 2026.

Please note that despite our careful verification process, errors may still occur — email info@asinglemother.org with corrections and we respond within 72 hours.

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Disclaimer

This guide is information, not legal advice. Laws change, and your facts matter. When in doubt, confirm the latest rules with the [EEOC] and [DOL WHD], and talk with a Texas legal aid office like [Legal Aid of NorthWest Texas] or [Texas RioGrande Legal Aid]. Call to confirm current availability before applying for any program with limited funds or waitlists. (eeoc.gov)

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What to do right now

• Send your accommodation email using [EEOC — PWFA guidance].
• Set up pumping space and breaks under [DOL — Fact Sheet #73].
• Start an EEOC or TWC intake before you lose your deadline using the [EEOC Public Portal] or [TWC CRD EDISS]. (eeoc.gov)

You have solid rights in Texas. Use them early, in writing, and with the right office on your side.

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