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Workplace Rights and Pregnancy Protection for Single Mothers in Pennsylvania

Workplace Rights & Pregnancy Protection for Single Mothers in Pennsylvania

Last updated: September 2025

If You Only Do 3 Things — Emergency Actions to Take:

Quick help box — keep these numbers and links handy:

Understanding your core workplace rights in Pennsylvania

Pennsylvania single moms can stack federal, state, and local laws to get the support you need at work—especially during pregnancy and postpartum. The federal Pregnant Workers Fairness Act requires reasonable accommodations from most employers with 15+ employees, the PUMP Act requires time and space to pump for one year, and the Family and Medical Leave Act protects up to 12 weeks of job-protected leave if you qualify. Pennsylvania’s Human Relations Act (PHRA) prohibits pregnancy discrimination for most workplaces with 4+ employees, and some cities go further: Philadelphia’s code §9‑1128 and Pittsburgh’s §659.02 require pregnancy accommodations. (eeoc.gov)


Table — Quick view of key laws and what they give you

Law Who is covered What it gives you How to enforce Deadlines
PWFA (federal) 15+ employees Reasonable accommodations for pregnancy/childbirth/related conditions; no undue hardship File charge at EEOC; may also dual-file at PHRC 180 days (300 days in PA) to file with EEOC
PUMP Act (federal) Most employees Break time + private, non-bathroom space to pump for 1 year Complain to WHD Generally 2-year statute (FLSA), but act quickly
FMLA (federal) 50+ employees; 1,250 hrs/12 mo. Up to 12 weeks unpaid, job-protected leave; health coverage continues Contact WHD; employer process Notice ASAP; documentation timelines apply
PHRA (state) 4+ employees No pregnancy/sex discrimination; retaliation ban File with PHRC 180 days to file
Philadelphia §9‑1128 Philly employers Must accommodate pregnancy/related needs File with PCHR 300 days to PCHR
Pittsburgh §659.02 City employers (5+ often referenced) Must accommodate pregnancy; partners also protected File with Pittsburgh CHR Local time limits apply—call first

How to ask for pregnancy accommodations (and get them)

Start with your doctor’s clear note listing limits and recommended accommodations. Then put your request in writing and keep copies. Under the PWFA, employers must engage in an “interactive process” and can’t force leave if another reasonable accommodation lets you keep working. Sample accommodations include extra restroom or water breaks, lifting limits, sitting for part of a shift, time off for prenatal visits, schedule changes, or temporary reassignment. Philly and Pittsburgh go further, requiring accommodations even for small workplaces under Philadelphia Code §9‑1128 and Pittsburgh Code §659.02. (eeoc.gov)

  • Steps:
    • Put it in writing: Email HR and your manager quoting the PWFA; attach your doctor’s note; propose 2–3 options; ask for a response within five business days. (eeoc.gov)
    • Bring local law if you’re in Philly/Pittsburgh: Link your note to Philadelphia §9‑1128 or Pittsburgh §659.02 and attach the text or a screenshot. (codelibrary.amlegal.com)
    • Escalate quickly if ignored or denied: File with EEOC (300 days in PA) and consider dual-filing with PHRC to keep both federal and state claims alive. (eeoc.gov)

What to do if this doesn’t work: Call EEOC (1-800-669-4000) for next steps, ask a Pennsylvania legal aid like Women’s Law Project for strategy, and keep working unless your doctor says it’s unsafe—then request leave as an accommodation under PWFA. (eeoc.gov)

Pumping at work: breaks and a private space

Federal law now covers most salaried and hourly workers for pumping. Under the PUMP Act, you get reasonable break time and a private space that isn’t a bathroom for one year after birth. Employers must provide a functional space that is shielded from view and free from intrusion, and remote workers are covered too. If your employer refuses or retaliates, contact Wage & Hour Division for help and remedies. (dol.gov)

  • How to use it:
    • Send a short email: Ask to designate a lockable room (not a bathroom), note you’ll need breaks 2–3 times per shift, and cite the PUMP Act. Include your rough schedule and pump time. (dol.gov)
    • Document the space: If the space is unlocked, dirty, or in a bathroom, take a photo and email HR that it doesn’t meet the DOL standard. (dol.gov)

What to do if this doesn’t work: Call WHD at 1-866-487-9243; if you’re in Philadelphia, also use the city’s worker protections hotline (215-686-0802) and review updates under the POWER Act. (webapps.dol.gov)

Leave options that real Pennsylvania moms use

If you qualify for the FMLA, you can take up to 12 weeks of unpaid, job-protected leave if you’ve worked 1,250 hours over 12 months at a site with 50+ co-workers within 75 miles. If you don’t qualify, ask for time off as a reasonable accommodation under the PWFA—the EEOC’s final rule says leave can be “reasonable” when needed. Philadelphia and Pittsburgh also give you paid sick time that can often be used for prenatal visits or caregiving. Check Philly’s updated rules under the POWER Act changes and Pittsburgh’s Paid Sick Days Act (bigger accruals start 01/01/2026). Pennsylvania does not have a statewide paid family leave law yet. (dol.gov)

Table — Comparing leave and time-off tools you can combine

Tool Who can use it Typical length Pay? Notes
FMLA 50+ employees; 1,250 hrs/12 mo. Up to 12 weeks Unpaid Can use intermittently for checkups. Employer keeps health insurance. (dol.gov)
PWFA accommodation leave 15+ employees As needed (case-by-case) Unpaid unless employer offers pay Leave can be “reasonable” if other accommodations don’t work. (eeoc.gov)
PUMP Act breaks Most employees 1 year postpartum Unpaid unless otherwise Space required; not a bathroom. (dol.gov)
Philly Paid Sick Leave Most Philly workers Up to 40–80 hours (size-based; updated 2025) Paid Also allows “safe time.” Use for prenatal care. (phila.gov)
Pittsburgh Paid Sick Days City workers 24–40 now; 48–72 from 2026 Paid Accrues faster from 2026. (pittsburghpa.gov)

What to do if this doesn’t work: If your employer denies FMLA or sick leave you’re entitled to, file with WHD; if they deny a reasonable pregnancy accommodation, file at EEOC or PHRC. Save emails and doctor notes. (webapps.dol.gov)

Discrimination and retaliation: what to do and deadlines that matter

Pregnancy discrimination is illegal under Title VII’s Pregnancy Discrimination Act, the PWFA, and Pennsylvania’s PHRA. In PA, you usually have 300 days to file with EEOC and 180 days to file with PHRC; dual-filing often preserves both sets of rights. If the EEOC closes your case, you typically have 90 days from the “Right-to-Sue” notice to file in court. Philly and Pittsburgh add extra local protections you can enforce through PCHR and the Pittsburgh Commission on Human Relations. (eeoc.gov)

  • How to file:
    • EEOC (federal): Start at the EEOC Public Portal, or call 1-800-669-4000. The Philadelphia District Office is at 801 Market St., Suite 1000. Use ASL video phone 1-844-234-5122 if needed. (eeoc.gov)
    • PHRC (state): Begin with the employment intake form, or call 717-787-4410. PHRC usually serves your complaint within 30 days; employers have 60 days to answer. (pa.gov)
    • City agencies: Philly workers can file with PCHR; Pittsburgh workers can file with PghCHR at 412-255-2600. (phila.gov)

Note on abortion-related accommodations under PWFA: On May 21–22, 2025, a federal court in Louisiana vacated the portion of EEOC’s PWFA rule that required abortion-related accommodations; other parts of the PWFA rule remain in effect. This ruling is being reported as nationwide in scope, though litigation evolves—ask EEOC or counsel how this affects your situation. (reuters.com)

What to do if this doesn’t work: If delays drag on, request your Right-to-Sue after 180 days and consult counsel; if retaliation hits (cut hours, write-ups), amend your charge quickly in the EEOC Portal and notify the PHRC/City agency. (eeoc.gov)

If you’re pushed out, laid off, or have to quit for medical reasons

You may still qualify for Unemployment Compensation if the separation wasn’t your fault. Pennsylvania recognizes “necessitous and compelling” medical reasons, including pregnancy health limits, if you told your employer about limits and gave them a chance to accommodate first. File right away at UC.PA.GOV or via phone 1-888-313-7284. For help, try UChlep.org or Philadelphia Legal Assistance UC Unit. (pa.gov)

  • Timeline and tips:
    • Financial determination: You’ll usually get a financial letter within a few business days in your UC dashboard; keep it. (pa.gov)
    • Voluntary quits: Share your accommodation emails and doctor notes to show you tried to keep the job. Read Section 402(b) rules under UC Eligibility. (uc.pa.gov)
    • Accessibility: ASL videophone is available at 717-704-8474; TTY text at 1-888-334-4046. (pa.gov)

What to do if this doesn’t work: Appeal promptly; ask PLA (215-981-3800) about UC hearings; use UChlep.org for guidance on backdating and evidence. (philalegal.org)

Safety on the job: hazards, chemicals, heavy lifting

If the job presents a serious and immediate risk to you or your pregnancy, tell your employer in writing and ask for a safer assignment under the PWFA. If the danger is imminent and the employer won’t fix it fast, you may refuse unsafe work under OSHA’s standard if strict conditions are met. File a safety complaint at OSHA and call 1-800-321-OSHA if there’s retaliation. Workers exposed to lead or other reproductive toxins have special rights under OSHA’s lead standard. (beta.dol.gov)

What to do if this doesn’t work: If OSHA delays and the hazard is ongoing, get a doctor’s note and ask for temporary removal or transfer; cite OSHA guidance in Appendix C to the lead rule and the federal PWFA. For legal backup, call 1-866-4US-WAGE (FMLA/PUMP) and 1-800-321-OSHA. (osha.gov)

Health coverage and nutrition support you can activate now

Pregnancy Medicaid covers many Pennsylvania moms up to 215% of the poverty level, with 12 months postpartum coverage approved in 2025. Apply through COMPASS, and review income charts at DHS Pregnancy & Family Planning. Pair that with WIC (call 1-800-WIC-WINS) and ask your plan for Healthy Beginnings Plus for doula, lactation, and parenting supports. (pa.gov)

What to do if this doesn’t work: If you’re denied or stuck, call the DHS Customer Service Center at 1-877-395-8930, or contact the Pennsylvania Health Access Network; postpartum mental health meds are expanding per DOH news (June 2025). (pa.gov)

Child care you can afford while working or in training

Check your eligibility for Child Care Works through your local ELRC (Early Learning Resource Center). Start at Apply for Child Care Works, find your ELRC office directory, and call the statewide helpline 1-877-4-PA-KIDS. Applications are accepted year-round through COMPASS or your ELRC. (pa.gov)

What to do if this doesn’t work: If waitlists exist in your county, ask about relative care and [CareCheck] rules at Child Care Works, and call PA 211 for sliding-fee or faith-based options near you. (pa.gov)

Local protections and help — Philadelphia

Philadelphia requires reasonable pregnancy accommodations under §9‑1128, has paid sick leave expanded by the POWER Act, and enforces predictable scheduling in retail/food/hospitality under Fair Workweek. For help, call the PCHR at 215-686-4670. For water bill crises, apply to Tiered Assistance Program (TAP) or call 215-685-6300. (codelibrary.amlegal.com)

Philadelphia Water Bill Help

What to do if this doesn’t work: Connect with PA PUC Bureau of Consumer Services at 1-800-692-7380 and reach out to UESF grants through the PWD page. Also call PA Office of Consumer Advocate at 1-800-684-6560. (puc.pa.gov)

Local protections and help — Pittsburgh

Pittsburgh requires pregnancy accommodations, including for an employee who is the pregnant person’s partner, under City Code §659.02. Paid Sick Days apply now, with larger accruals starting 01/01/2026 under the Paid Sick Days Act. For discrimination, contact PghCHR at 412-255-2600. For water bills, call PWSA’s PGH2O Cares at 412-255-2457 and review PWSA Assistance. (pittsburgh.legistar.com)

What to do if this doesn’t work: If a utility shutoff is threatened, call PUC at 1-800-692-7380; if you need medical protection or domestic-violence protections, see PWSA customer rights. (puc.pa.gov)

How to stop a utility shutoff in Pennsylvania today

  • Call your utility first and ask for a payment agreement; then, if still at risk, call the PUC Bureau of Consumer Services at 1-800-692-7380 for emergency help and a dispute number. Use LIHEAP Crisis when in season. (puc.pa.gov)
  • Use medical certification if a serious medical condition exists; you may get up to a 30-day postponement, renewable, under state rules explained by PALawHelp. (palawhelp.org)
  • Know winter rules: If your income is at or below 250% FPL, heat-related shutoffs are limited Dec 1–Mar 31; confirm with PUC Consumer Help Center and your utility. (puc.pa.gov)

What to do if this doesn’t work: File an informal complaint by phone with PUC for faster action; keep your medical documentation handy. (puc.pa.gov)

Money and basic needs to stabilize your household

  • LIHEAP (energy help): Cash grants ranged 200–200–1,000 in the 2024–25 season, with Crisis up to $1,000; the 2024–25 season ran Nov 4–Apr 18 (extended). Watch the DHS LIHEAP page in fall; apply via COMPASS. (pa.gov)
  • Food: Apply for SNAP; add WIC (1-800-942-9467) for formula/healthy foods; search PA 211 for food pantries. (pa.gov)
  • Local charities: In Philly, try Maternity Care Coalition for safe-sleep kits; statewide, dial PA 211 to find diapers and baby gear near you. (maternitycarecoalition.org)

What to do if this doesn’t work: Ask your care manager or clinic social worker for letters supporting expedited SNAP/WIC or rental/utility help, and re-apply when seasonal windows open on DHS. (pa.gov)

Diverse communities: tailored notes and resources

LGBTQ+ single mothers: You’re fully protected from sex and gender identity discrimination under Pennsylvania’s PHRC regulations, and Philly and Pittsburgh add strong local protections enforced by PCHR and PghCHR. For legal help on pregnancy/lactation discrimination, contact the Women’s Law Project. Ask agencies for language access and disability accommodations as needed. (pa.gov)

Single mothers with disabilities or disabled children: The federal ADA and PWFA allow job modifications and leave for related needs. To sustain employment, apply to the Office of Vocational Rehabilitation (OVR) and connect with the Client Assistance Program if you hit barriers. OVR offices can provide assistive tech and schedule accommodations; find your local office in the OVR directory. (pa.gov)

Veteran single mothers: Call or text the VA Women Veterans Call Center at 1-855-829-6636 for maternity care navigation, mental health, and benefits support; ask the WVCC to connect you with your local Women Veterans Program Manager via VA Women’s Health. Combine VA care with job rights under PWFA and FMLA at work. (womenshealth.va.gov)

Immigrant and refugee single moms: You have workplace rights regardless of status for most employment laws. Apply for WIC (no citizenship requirement) and pregnancy Medicaid (lawfully present) via DHS; if undocumented, emergency Medicaid may cover delivery as noted by DHS. For city-level help, contact Philadelphia Office of Worker Protections or call PA 211 to find multilingual legal aid. (pa.gov)

Tribal/Native single moms: If you or your child is a member of a federally recognized tribe, ask the VA Women Veterans Call Center (for veterans) or your clinic social worker to connect you to Indian health or urban Indian program resources; then layer workplace rights under PWFA and local laws like Philadelphia §9‑1128 where you work. Call ahead to request language and accessibility accommodations. (womenshealth.va.gov)

Rural single moms: Use PA 211 for transportation, telehealth prenatal care, and mobile WIC services; apply for Child Care Works via phone if online access is limited; ask OVR for assistive tech for remote work via OVR. (pa211.org)

Single fathers: These protections apply regardless of marital status or gender. Dads can use FMLA for bonding; Philly/Pittsburgh paid sick leave covers family care; ask under PWFA if your partner’s childbirth-related needs affect your work in Pittsburgh (partner protections). (abetterbalance.org)

Language access and accessibility: Ask for large-print forms or interpreters at EEOC, request translated materials from PCHR, and use TTY/ASL contact options at UC and OVR. (eeoc.gov)

Common mistakes to avoid

  • Not putting accommodation requests in writing: Always email HR and your boss and save proof, citing the PWFA; Philly workers should reference §9‑1128. (eeoc.gov)
  • Missing filing deadlines: Use 300 days to file with EEOC in PA, 180 days with PHRC, and 90 days after a Right-to-Sue letter. (eeoc.gov)
  • Refusing unsafe work the wrong way: Follow OSHA’s refusal steps exactly before walking off; see OSHA’s guidance and file a complaint if needed. (osha.gov)
  • Assuming paid family leave exists statewide: Pennsylvania has no statewide paid family leave (cities provide paid sick time). Verify local rules at Philadelphia DOL and Pittsburgh OEP. (phila.gov)

Reality check — what to expect

  • Accommodation timelines: Some HR teams act fast; others delay. The EEOC final PWFA rules emphasize an interactive process, but you may still wait days or weeks—keep working with safe interim measures. (eeoc.gov)
  • Investigations can be slow: PHRC serves complaints within 30 days; employers get 60 days to answer; total resolution can take months. File early to preserve claims and consider Right-to-Sue when timing matters. (pa.gov)
  • Utility and benefit queues fluctuate: LIHEAP and charity funds run out; water-bill help may require re-certification. Check DHS LIHEAP updates each season and call PA 211 to find backups. (pa.gov)

Quick reference cheat sheet

  • Pregnancy accommodations (PWFA): Request in writing; engage in the process; escalate to EEOC/PHRC if denied. (eeoc.gov)
  • Pumping rights (PUMP Act): Break time + private room (not bathroom) for 1 year; call WHD if refused. (dol.gov)
  • Leave: FMLA (if eligible) or leave as a PWFA accommodation; also use Philly/Pittsburgh sick time. (dol.gov)
  • Unemployment: Apply fast at UC.PA.GOV; “necessitous and compelling” quits may still qualify if you tried to stay employed. (pa.gov)
  • Health & nutrition: COMPASS for Medicaid; WIC 1-800-942-9467; ask for Healthy Beginnings Plus. (pa.gov)

Application Checklist (print/screenshot and tick the boxes)

Troubleshooting: if your application or complaint gets denied

  • EEOC/PHRC: Request reconsideration or mediation; if you’re running out of time, ask for a Right-to-Sue after 180 days and talk to counsel. Keep phone logs and copies of every upload to the EEOC Portal. (eeoc.gov)
  • WHD (FMLA/PUMP): If WHD closes your complaint without relief, request a review and ask about private action. Re-file if retaliation continues; keep pay stubs and photos of inadequate pumping space; see PUMP FAQ. (dol.gov)
  • UC (Unemployment): Appeal right away; share medical and accommodation emails proving you tried to keep working. Use PLA UC help or UChlep.org for hearing prep. (philalegal.org)
  • LIHEAP/Utilities: If denied or out-of-season, ask for a PUC payment arrangement and call PA 211 for charity funds like UESF (Philly). Reapply next season per DHS notices. (puc.pa.gov)

Local organizations, charities, churches, and support groups

Resources by region (examples)

FAQs (Pennsylvania, pregnancy, and work)

  1. Am I “qualified” if I can’t lift 30 pounds right now? Under the PWFA, you are “qualified” if you can do the job with a reasonable accommodation—or if you’ll be able to do the essential function in the near future. Ask for light duty, a cart, or help with heavy items. File at EEOC if denied. (eeoc.gov)
  2. Do I get paid for pumping breaks? The PUMP Act requires break time and space, not pay by default; if you already get paid rest breaks, you must be paid if you pump during them. For details, call WHD. (dol.gov)
  3. Can I take FMLA for prenatal appointments? Yes, if FMLA-eligible, you can take intermittent leave for prenatal care; see FMLA Fact Sheet and coordinate with HR. (dol.gov)
  4. How fast will PHRC/EEOC move my case? PHRC typically serves your complaint within 30 days and the employer has 60 days to answer; EEOC cases vary and can take months. After 180 days, you can request a Right-to-Sue. (pa.gov)
  5. Does PA have paid family leave? Not statewide. Cities like Philly and Pittsburgh require paid sick leave, but there’s no state paid parental leave for private workers yet. Start with FMLA and check your employer policy. (dol.gov)
  6. What if my manager keeps cutting my hours after I told her I’m pregnant? That can be retaliation under Title VII/PDA and the PHRA. Document and file with EEOC and PHRC. (eeoc.gov)
  7. Do Philly workers have domestic-violence leave? Yes, Philly allows unpaid leave (4–8 weeks depending on employer size) for DV/SA needs; file complaints with PCHR if refused. (phila.gov)
  8. What if my job is unsafe for pregnancy (chemicals, heavy machinery)? Request accommodations under PWFA; for hazards, file with OSHA; lead exposures have special rules in 1910.1025. (beta.dol.gov)
  9. How do I stop a PECO or gas shutoff while pregnant? Call your utility and the PUC Consumer Services line 1-800-692-7380; ask about medical certificates and winter protections; apply for LIHEAP when open. (puc.pa.gov)
  10. I got a Right-to-Sue letter—how long do I have? Usually 90 days from receipt to file in court; don’t miss it. Read EEOC lawsuit guidance and call a lawyer fast. (eeoc.gov)

Tables you can use quickly

Table — Who to call for what

Problem First call Backup
Denied pregnancy accommodation HR + cite PWFA EEOC / PHRC
Pumping space denied WHD helpline PUMP FAQ
Unsafe work during pregnancy OSHA complaint OSHA right to refuse
Hours cut/retaliation EEOC PCHR (Philly) / PghCHR
Fired or forced to quit UC application PLA UC help

Table — Pregnancy & postpartum health supports

Support Where to apply Notes
Medicaid for pregnancy COMPASS 12 months postpartum coverage in PA. (medicaid.gov)
WIC WIC info Call 1-800-WIC-WINS.
Healthy Beginnings Plus Enroll Parenting classes, lactation, referrals.

Table — City protections snapshot

| City | Accommodation law | Paid sick time | Where to complain |
|—|—|—|
| Philadelphia | §9‑1128 | Promoting Healthy Families (POWER changes) | PCHR |
| Pittsburgh | §659.02 | Paid Sick Days (bigger in 2026) | PghCHR |

Table — Utility stop-the-shutoff moves

Step What to do Link
1 Call your utility; request payment plan PUC Call Utilities Now
2 Ask for a medical certificate delay Termination rules overview
3 File PUC informal complaint by phone PUC Consumer Help

Table — Where to get quick legal help

Topic Organization How to reach
Employment discrimination (Philly) Community Legal Services 215-981-3700
Pregnancy/lactation cases Women’s Law Project 215-928-9801 / 412-281-2892
UC hearings PLA UC Unit 215-981-3800

Español — Resumen breve (traducido con herramientas de IA)

Importante: Este resumen no reemplaza los enlaces oficiales.

  • Acomodaciones por embarazo (PWFA): Pida por escrito ajustes razonables (menos peso, más descansos, horas flexibles). Denuncie en EEOC y PHRC si se niegan. (eeoc.gov)
  • Descansos y lugar privado para extraer leche (PUMP Act): Su empleador debe dar tiempo y un lugar que no sea baño. Llame a WHD (1-866-487-9243) si hay problemas. (dol.gov)
  • Licencias: Use FMLA si cumple requisitos o pida tiempo libre bajo PWFA. En Filadelfia y Pittsburgh existe licencia por enfermedad pagada. (dol.gov)
  • Cobertura médica y WIC: Solicite Medicaid para embarazo en COMPASS (cobertura por 12 meses posparto). Llame a WIC 1-800-942-9467. (medicaid.gov)
  • Ayuda por desempleo y servicios: Solicite UC en UC.PA.GOV; marque 211 o visite PA 211 para recursos locales. (pa.gov)

About This Guide

Compiled by the ASingleMother.org Editorial Team.

This guide uses official sources including:

Last verified September 2025, next review 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.

Disclaimer

This guide is information, not legal advice: Laws and programs change. Always confirm rules and eligibility with the agency or a lawyer before acting. Use the official links in this guide for the most current forms, instructions, and deadlines.

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