Pregnancy Accommodation Ergonomic Review
A comprehensive corporate policy establishing the framework for ergonomic accommodations for pregnant employees, ensuring compliance with WorkSafeBC/OSHA regulations and supporting workplace wellness across all operations.
This policy establishes a proactive, rights-based framework for providing ergonomic accommodations to employees who are pregnant, nursing, or returning from parental leave. It is designed to reduce ergonomic risk factors—such as prolonged standing, awkward postures, heavy lifting, and repetitive strain—that may affect maternal and fetal health. The policy mandates early intervention, individualized assessment, and documented adjustment plans to ensure compliance with WorkSafeBC Part 4 (General Conditions) and OSHA 29 CFR 1910 Subpart D (Walking-Working Surfaces) and relevant human rights legislation. All accommodations shall be implemented without delay, at no cost to the employee, and maintained for the duration of the medical need.
This policy applies to all employees—full-time, part-time, temporary, and contract—who are pregnant, nursing, or within six months postpartum, across all company-operated sites, offices, warehouses, and remote work locations. It also applies to any employee who requests an ergonomic accommodation related to pregnancy, fertility treatment, or breastfeeding, regardless of work setting or schedule. Third-party contractors and temporary agency workers assigned to company premises shall be covered under equivalent provisions by their home employer, verified upon contract initiation.
- Mandatory Ergonomic Assessment — Any pregnant employee who requests accommodation or works in a role involving prolonged standing, sitting, lifting >10 kg, or repetitive bending must receive a formal ergonomic assessment within 5 business days of the request.
- Workstation Modification — Employers must provide adjustable seating, anti-fatigue mats, footrests, lumbar support, and sit-stand workstations where indicated by the assessment. Modifications must be implemented within 10 business days.
- Lifting and Posture Restrictions — Pregnant employees shall not be required to lift >10 kg after 20 weeks gestation or >5 kg after 30 weeks. Job tasks must be modified or reassigned accordingly.
- Break and Restroom Access — Pregnant employees must have unrestricted access to restroom facilities and paid rest breaks every 2 hours, including a 15-minute break in a private, quiet space if needed.
- Human Resources: Maintains the Pregnancy Accommodation Log, coordinates assessments, ensures compliance with human rights and OHS legislation, and facilitates interactive dialogue between the employee and supervisor.
- Supervisor / Site Lead: Initiates the ergonomic assessment request within 24 hours of receiving the employee's accommodation request, implements approved modifications, and adjusts job tasks or schedules as required.
- Employee: Notifies their supervisor or HR of the need for accommodation as early as practicable, participates in the ergonomic assessment, and provides relevant medical documentation if requested.
- Joint Health & Safety Committee (JHSC): Reviews accommodation data quarterly, identifies systemic ergonomic risks, and recommends proactive adjustments to policy or equipment.