Pregnancy Accommodations and Breastfeeding Support Information
Employees who are pregnant, have recently given birth, or have a related medical condition have the right to request reasonable workplace accommodations under the Pregnant Workers Fairness Act, Title IX, and the Montana Human Rights Act. The University also supports employees who are breastfeeding or expressing milk in the workplace. This page covers how to request an accommodation and what to expect throughout the process.
Who This Applies To
Faculty | Staff | Contracts | Applicants | Student Employees
Students seeking pregnancy-related accommodations should visit the Equal Opportunity and Title IX Pregnancy Modifications page or contact the Office of Conflict, Resolution and Policy at conflict@mso.umt.edu or 406-243-5710.
If your absence related to pregnancy or a related medical condition may extend beyond a short period, you may also be eligible for Family and Medical Leave. Visit the Family and Medical Leave page for more information.
Process
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You can initiate a request at any time by doing one of the following:
- Inform your supervisor directly
- Contact the ADA Accommodations Coordinator in HRS
- Contact your HRS Client Partner
You do not need to use specific legal language. If you communicate a need related to your pregnancy or a related medical condition, that is sufficient to begin the process. Job applicants may initiate a request by contacting the University Recruitment Specialist or the Employee Accommodations Coordinator.
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After your request is received, the ADA Accommodations Coordinator in HRS will reach out to schedule a meeting to discuss your needs. You will be asked to:
- Explain your specific needs and any limitations affecting your work
- Provide medical documentation if requested
- Work collaboratively with your supervisor and the ADA Accommodations Coordinator to identify and implement reasonable accommodations
Your supervisor plays an active role in this process. When a supervisor becomes aware that an employee is pregnant or has a related medical condition, they should immediately engage in the interactive process and document any accommodations discussed or implemented. If additional accommodations are needed, the supervisor should notify the ADA Accommodations Coordinator in HRS. All information about your pregnancy or related medical condition is kept confidential. Supervisors are informed only to the extent necessary to implement your accommodation.
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Once accommodations are determined, the ADA Accommodations Coordinator will issue an Accommodation Agreement documenting what will be provided. If you disagree with the accommodations in the agreement or believe an accommodation has not been properly implemented, notify the ADA Accommodations Coordinator in HRS promptly.
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If your concern is not resolved after notifying the ADA Accommodations Coordinator, you may request reconsideration within 14 calendar days of the issuance of the Accommodation Agreement by submitting a written request to the Associate Vice President of Human Resources describing your concern and desired outcome. If the issue remains unresolved after reconsideration, you may request a Final Review by notifying the Director of Institutional Compliance within 5 calendar days of the reconsideration decision.
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If you are assigned to a different supervisor during your accommodation period, notify the ADA Accommodations Coordinator promptly to ensure your accommodations continue without disruption.
Breastfeeding Support
Employees who are breastfeeding or expressing milk in the workplace are entitled to reasonable break time and a private space that is not a bathroom. Contact the HRS Wellness Coordinator as early as possible to arrange support.
What qualifies as adequate space:
- A private room with a closable, preferably lockable, door
- A comfortable chair and available table space
- An electrical outlet
- Access to a nearby clean water source
- Access to a refrigerator or cooler for milk storage
Toilet stalls and closets are not acceptable spaces.
How to arrange breastfeeding support:
- Contact the HRS Wellness Coordinator or your supervisor to identify a suitable space
- If your supervisor cannot identify appropriate space, the Wellness Coordinator will work with you and your supervisor to find a location on campus
- If needed, the Wellness Coordinator can arrange for a small refrigerator and coordinate with your supervisor on flexible scheduling or break time
Frequently Asked Questions
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Pregnancy-related accommodations and FMLA leave are separate rights but may overlap. If a serious health condition related to pregnancy results in a longer absence, FMLA may apply and would run concurrently with any paid leave you use. Contact HRS to discuss whether FMLA applies to your situation. Visit the Family and Medical Leave page for more information.
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No. You are not required to share specific details of your medical condition with your supervisor. Supervisors are informed only to the extent necessary to implement your accommodation. HRS maintains all medical information confidentially.
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Discrimination, harassment, or retaliation based on pregnancy, childbirth, or related medical conditions should be reported to the Office of Conflict, Resolution and Policy. Please visit the Equal Opportunity & Title IX webpage for more information.
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Supervisors do not have the authority to unilaterally deny an accommodation request. All requests are processed through HRS. An accommodation may be modified or denied only if it would impose an undue hardship or fundamentally alter your position. HRS will work with you to explore alternatives if that occurs.
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If you are requesting accommodations related to your student employment position, contact HRS using the process above.
If you need accommodation related to your academic program or student life, contact the Office of Conflict, Resolution and Policy at the Equal Opportunity and Title IX Pregnancy Modifications webpage.
Contact This Team
For help with wellness resources and accommodations, contact us directly at askhr@umontana.edu or 406-243-6760.