Federal legislation has long played a crucial role in safeguarding women's rights in the workplace. The enforcement and expansion of laws such as Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and the Pregnancy Discrimination Act have provided foundational protections against discrimination based on gender, ensuring equal opportunities for women in hiring, promotions, and pay.

In recent years, efforts to go beyond basic protections to promote gender equity in the workplace have gained momentum with new federal protections and progressive initiatives within the private sector. Most recently, significant strides have been made toward ensuring fair treatment of pregnant employees.

Historically, pregnancy has posed a significant barrier to gender equality in the workplace. Too often women are forced to leave their jobs due to physical constraints resulting from pregnancy, such as the inability to climb ladders or engage in heavy lifting. While the Pregnancy Discrimination Act (PDA) does protect pregnant employees from discrimination, it lacks specific provisions requiring accommodations that could help them fulfill their job responsibilities. As a result, some women have been unable to remain in the workforce during pregnancy, leading to the loss of valuable talent for employers.