How to use the pregnancy work rights calculator
Enter your due date, planned leave start, length of service, hours worked and employer headcount. The calculator estimates your gestational age, checks the three federal FMLA tests, shows whether the Pregnant Workers Fairness Act likely covers your employer, and projects when a 12-week leave would end.
Legal basis (as of September 2026) — Federal law sets no hour, night work or overtime limit for pregnant employees. Instead, the Pregnant Workers Fairness Act (42 U.S.C. 2000gg, effective June 2023) requires employers with 15 or more employees to provide a reasonable accommodation for pregnancy, childbirth or related conditions unless it is an undue hardship. The Pregnancy Discrimination Act (42 U.S.C. 2000e(k)) bars pregnancy-based discrimination, and the FMLA (29 U.S.C. 2611 and 2612) gives eligible employees up to 12 workweeks of job-protected unpaid leave. The PUMP Act (29 U.S.C. 218d) adds break time for nursing.
This is the opposite structure from Korea, where the Labor Standards Act directly bans night, holiday and overtime work for pregnant employees and grants an automatic two-hour daily reduction in the early and late weeks. In the United States the same protections are available, but you have to request them as an accommodation and the employer weighs undue hardship.
Gestational age here assumes a 40-week term, so your clinical dating controls. This calculator is for reference only and is not legal advice. Many states add stronger accommodation or paid leave rules, so check your state agency and consult a licensed employment attorney about your situation.
Frequently asked questions
No. There is no federal cap on hours, night work or overtime for pregnant employees. Federal protection works through reasonable accommodation under the Pregnant Workers Fairness Act (42 U.S.C. 2000gg), so you request a schedule change rather than rely on an automatic limit.
Under 29 U.S.C. 2611 and 2612 you generally need 12 months of employment, at least 1,250 hours worked in the previous 12 months, and an employer with 50 or more employees within 75 miles. Eligible employees get up to 12 workweeks of job-protected unpaid leave.
Common accommodations include reduced or modified hours, additional breaks, seating, light duty, telework and time off for prenatal visits. The PWFA covers employers with 15 or more employees, and the employer must grant a reasonable accommodation unless it is an undue hardship.