The Equal Employment Opportunity Commission (EEOC) is poised to narrow the scope of pregnancy bias rules under the Trump administration, particularly concerning workplace accommodations for health conditions related to pregnancy. This shift follows a significant court decision that has prompted the agency, now under Republican leadership, to reconsider the range of conditions eligible for such accommodations.
In May 2025, U.S. District Judge David Joseph vacated federal regulations that mandated most employers to provide accommodations for abortions under the Pregnant Workers Fairness Act (PWFA). The EEOC had previously included abortion as a pregnancy-related condition requiring workplace accommodations, a move that faced substantial opposition from conservative lawmakers and religious organizations. Judge Joseph ruled that Congress had not explicitly included abortion in the PWFA, and thus, the EEOC had overstepped its authority. While the rest of the EEOC’s regulations remain intact, the abortion-related provision has been nullified. ([apnews.com](https://apnews.com/article/eb4bcc821c4932728fcd961757b50552?utm_source=openai))
This legal development aligns with broader changes within the EEOC under the Trump administration. In January 2025, President Trump dismissed Democratic commissioners Jocelyn Samuels and Charlotte Burrows, along with General Counsel Karla Gilbride, leaving the agency without a quorum and hindering its capacity to enact rules or resolve federal employee discrimination cases. The White House justified these dismissals by labeling the commissioners as “far-left radicals.” ([reuters.com](https://www.reuters.com/world/us/trump-hobbles-us-anti-discrimination-agency-by-firing-democrats-2025-01-28/?utm_source=openai))
Furthermore, the EEOC has signaled a crackdown on diversity, equity, and inclusion (DEI) policies. In March 2025, the agency issued guidance indicating that certain DEI initiatives, such as diversity training and affinity groups, could violate federal anti-discrimination laws. Acting Chair Andrea Lucas suggested that many DEI policies might be illegal and initiated inquiries into the DEI practices of major law firms. ([reuters.com](https://www.reuters.com/legal/government/eeoc-signaling-crackdown-dei-under-trump-says-some-policies-are-illegal-2025-03-20/?utm_source=openai))
These actions reflect a broader trend under the Trump administration to reshape federal agencies’ approaches to civil rights and workplace discrimination. Employers should anticipate further revisions to EEOC policies, particularly concerning pregnancy-related accommodations and DEI initiatives, as the agency continues to align its regulations with the administration’s priorities. The Equal Employment Opportunity Commission (EEOC) is poised to narrow the scope of pregnancy bias rules under the Trump administration, particularly concerning workplace accommodations for health conditions related to pregnancy. This shift follows a significant court decision that has prompted the agency, now under Republican leadership, to reconsider the range of conditions eligible for such accommodations.
In May 2025, U.S. District Judge David Joseph vacated federal regulations that mandated most employers to provide accommodations for abortions under the Pregnant Workers Fairness Act (PWFA). The EEOC had previously included abortion as a pregnancy-related condition requiring workplace accommodations, a move that faced substantial opposition from conservative lawmakers and religious organizations. Judge Joseph ruled that Congress had not explicitly included abortion in the PWFA, and thus, the EEOC had overstepped its authority. While the rest of the EEOC’s regulations remain intact, the abortion-related provision has been nullified. ([apnews.com](https://apnews.com/article/eb4bcc821c4932728fcd961757b50552?utm_source=openai))
This legal development aligns with broader changes within the EEOC under the Trump administration. In January 2025, President Trump dismissed Democratic commissioners Jocelyn Samuels and Charlotte Burrows, along with General Counsel Karla Gilbride, leaving the agency without a quorum and hindering its capacity to enact rules or resolve federal employee discrimination cases. The White House justified these dismissals by labeling the commissioners as “far-left radicals.” ([reuters.com](https://www.reuters.com/world/us/trump-hobbles-us-anti-discrimination-agency-by-firing-democrats-2025-01-28/?utm_source=openai))
Furthermore, the EEOC has signaled a crackdown on diversity, equity, and inclusion (DEI) policies. In March 2025, the agency issued guidance indicating that certain DEI initiatives, such as diversity training and affinity groups, could violate federal anti-discrimination laws. Acting Chair Andrea Lucas suggested that many DEI policies might be illegal and initiated inquiries into the DEI practices of major law firms. ([reuters.com](https://www.reuters.com/legal/government/eeoc-signaling-crackdown-dei-under-trump-says-some-policies-are-illegal-2025-03-20/?utm_source=openai))
These actions reflect a broader trend under the Trump administration to reshape federal agencies’ approaches to civil rights and workplace discrimination. Employers should anticipate further revisions to EEOC policies, particularly concerning pregnancy-related accommodations and DEI initiatives, as the agency continues to align its regulations with the administration’s priorities.