New Bill Blocks Federal Rules on Abortion Accommodations Under Pregnant Workers Fairness Act

The proposed "Love Them Both Act of 2025" introduces a specific limitation on how the Pregnant Workers Fairness Act (PWFA) can be implemented. Essentially, Section 2 of this bill prohibits the Equal Employment Opportunity Commission (EEOC) and the Office of Congressional Workplace Rights (OCWR) – the agencies responsible for creating detailed workplace rules – from finalizing, implementing, or enforcing any regulation that deals specifically with abortion under the PWFA.

Drawing a Regulatory Line

The Pregnant Workers Fairness Act generally requires employers to provide reasonable accommodations for limitations related to pregnancy, childbirth, or related medical conditions. This new bill carves out a specific exception concerning abortion. It directly targets Section 105 of the PWFA, stating that federal regulators cannot issue rules that would mandate or govern employer accommodations related specifically to abortion procedures or recovery.

Impact on Workplace Accommodations

What does this mean in practice? If this bill becomes law, federal regulations under the PWFA wouldn't explicitly require employers to grant accommodations, such as time off or modified duties, for an employee seeking an abortion. While the PWFA itself aims to provide broad protections for pregnancy-related conditions, this act prevents the EEOC and OCWR from creating specific rules clarifying how or if abortion fits within that framework. It’s important to note this doesn't necessarily ban employers from offering such accommodations voluntarily or if required by other state or local laws; it just stops federal PWFA regulations from mandating it.

Freezing Federal Rulemaking

This legislation effectively freezes the ability of the EEOC and the OCWR to interpret and apply the PWFA to abortion-related circumstances through formal regulations. By prohibiting these agencies from finalizing or enforcing rules on this specific issue, the bill aims to prevent federal regulatory bodies from requiring employers nationwide to accommodate abortion under the PWFA umbrella. The core effect is removing this specific aspect from the scope of federal regulatory action under this particular act.