HB2821 • 2026

pregnant employees; reasonable accommodation

HB2821 - pregnant employees; reasonable accommodation

Labor

Passed Legislature

This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.

Sponsor: Junelle Cavero, Anna Abeytia, Cesar Aguilar, Lorena Austin, Seth Blattman, Janeen Connolly, Patty Contreras, Quantá Crews, Oscar De Los Santos, Brian Garcia, Nancy Gutierrez, Alma Hernandez, Sarah Liguori, Elda Luna-Nájera, Aaron Márquez, Mae Peshlakai, Stephanie Simacek, Stephanie Stahl Hamilton, Stacey Travers, Betty J Villegas
Last action: 2026-01-26
Official status: House second read
Effective date: Not listed

Plain English Breakdown

The official text does not specify an exact calendar date for when this law becomes effective; it only states 'after the effective date of this section'.

Pregnant Workers Protection Act

HB2821 requires employers with fifteen or more employees to provide reasonable accommodations for pregnant workers unless doing so causes an undue hardship.

What This Bill Does

Requires employers of fifteen or more people to offer changes like extra breaks, schedule flexibility, equipment modifications, help with manual labor, and private areas for breastfeeding after childbirth.
Prohibits employers from forcing pregnant workers to use vacation or sick leave if a reasonable accommodation is available.
Mandates that employers post notices about these requirements in visible places and include them in employee handbooks.
Requires written notice of the law be given to new hires, current staff within 180 days after the effective date, and employees who report pregnancy within ten days.

Who It Names or Affects

Employers with fifteen or more employees
Pregnant workers in Arizona

Terms To Know

Reasonable accommodation: A change to the workplace, such as a schedule shift, extra break time, equipment modification, help with manual labor, or a private area for breastfeeding.
Undue hardship: A situation where providing an accommodation would cause significant difficulty or expense for the business.

Limits and Unknowns

The law does not apply to employers with fewer than fifteen employees.
Employers do not have to provide accommodations if they can prove it causes undue hardship on their business operations.
The effective date of the law is not yet specified in this document.

Bill History

2026-01-26 House
House second read
2026-01-22 House
House Rules: None
2026-01-22 House
House Commerce: None
2026-01-22 House
House first read

Official Summary Text

HB2821 - pregnant employees; reasonable accommodation

Current Bill Text

Read the full stored bill text

HB2821 - 572R - I Ver

REFERENCE TITLE:
pregnant employees; reasonable accommodation

State of Arizona

House of Representatives

Fifty-seventh Legislature

Second Regular Session

2026

HB 2821

Introduced by

Representatives
Cavero: Abeytia, Aguilar, Austin, Blattman, Connolly, Contreras P, Crews, De
Los Santos, Garcia, Gutierrez, Hernandez A, Liguori, Luna-N�jera, M�rquez,
Peshlakai, Simacek, Stahl Hamilton, Travers, Villegas

AN
ACT

amending title 23, chapter 2, article 1,
Arizona Revised Statutes, by adding section 23-207; relating to
employment practices.

(TEXT OF BILL BEGINS ON NEXT PAGE)

Be it enacted by the Legislature of the State of Arizona:

Section 1. Title 23, chapter 2, article 1,
Arizona Revised Statutes, is amended by adding section 23-207, to read:

START_STATUTE
23-207.

Employers; pregnant employees; reasonable accommodation; notice

A. An employer that employs fifteen
or more employees shall provide a reasonable accommodation for pregnant
employees unless that accommodation would impose an undue hardship on the
business. The reasonable accommodation may include any of the
following:

1. Acquisition or modification of
equipment or devices.

2. more frequent break periods or
additional restroom, food or water breaks.

3. Assistance with manual labor.

4. A private area for breastfeeding
after childbirth.

5. Modification of work schedules or
job assignments.

6. Scheduling flexibility to
accommodate prenatal health care visits.�

B. An employer may not require the
employee to use annual, vacation or sick leave if a reasonable accommodation
can be made.

C. An employer shall conspicuously
post notice of the employer's requirement to provide a reasonable accommodation
to a pregnant employee and include a copy of that information in the employee
handbook.

D. An employer shall provide written notice
of the requirement to:

1. newly hired employees at the time
of hire.

2. Current employees within one
hundred eighty days after the effective date of this section.

3. pregnant employees within ten days
after the employee informs the employee's employer of the pregnancy.
END_STATUTE

Sec. 2.
Short title

This act may be cited as the
"Pregnant Workers Protection Act".