One workplace law cut miscarriage rates by nearly 10%—and it’s changing how we treat pregnancy at work

For decades, pregnant workers have been told to “push through.” To lift when their backs ache. To skip water breaks. To stand for hours in jobs that make their feet swell and their blood pressure rise.

But a new study from the University of Wisconsin–Madison reveals what many women have known all along: when workplaces make small accommodations, pregnancy outcomes improve dramatically.

Researchers found that after the Pregnant Workers Fairness Act (PWFA) took effect, miscarriage rates fell by 9.6% in newly covered states. The data, drawn from more than 20 years of birth records, show a measurable increase in healthy births following the policy’s rollout.

That finding reframes what workplace fairness really means for expectant parents—it’s not just about equity or compliance. It’s about safety, stability, and a mother’s ability to bring her baby into the world under healthier conditions.

Related: Why standing up for breastfeeding in the workplace forces so many moms out of it

What the study found and why it matters

The study, led by economists at the University of Wisconsin–Madison, examined states that adopted pregnancy accommodation laws before the federal PWFA went into effect in 2023. The researchers compared data on pregnancy outcomes before and after the laws were passed.

The results were striking. Across the states studied, there was a 3.2% increase in live births and a 9.6% decrease in miscarriages following the introduction of workplace accommodations.

The findings go beyond numbers, reflecting the real moments of rest, hydration, and reduced strain that shaped healthier pregnancies for thousands of women. Accommodations covered by the PWFA include things like:

• Access to water and food during shifts
• Short rest breaks or opportunities to sit
• Flexible scheduling for medical appointments
• Temporary reassignment away from heavy lifting or exposure to harmful substances

How workplace support shapes healthy pregnancies

The research gives voice to what many working parents experience firsthand. When employees feel safe asking for accommodations, stress hormones drop, sleep improves, and prenatal appointments aren’t skipped. Each of these factors directly influences pregnancy outcomes.

Imagine a warehouse worker who’s no longer expected to lift heavy boxes in her second trimester—or a nurse who can sit down for a few minutes between rounds. For some, these adjustments mean fewer contractions or reduced swelling. For others, they’re the difference between staying employed and staying healthy.

For years, many pregnant employees feared retaliation or job loss if they requested support. Now, under the PWFA, workers have a clear legal right to reasonable accommodations unless it would cause undue hardship for the employer.

These protections have been especially meaningful in industries where physical labor is common and paid leave is scarce. Retail, healthcare, and manufacturing jobs—all heavily staffed by women—have seen some of the most visible improvements since states began enacting pregnancy accommodation laws.

Related: 6 common myths about workplace flexibility—debunked

A bigger picture: Maternal health and the workplace gap

The implications of the University of Wisconsin–Madison study extend far beyond HR policies. The U.S. continues to face one of the highest maternal mortality rates among wealthy nations, and the crisis hits hardest for Black, Indigenous, and low-income mothers.

Access to supportive workplaces can be a lifeline. When employees can stay on the job safely, they’re more likely to maintain steady income, access healthcare, and reduce chronic stress—all crucial contributors to healthy pregnancies.

In this context, the PWFA functions as a public health intervention as much as an employment law. It acknowledges that pregnancy isn’t an inconvenience to be managed; it’s a stage of life that deserves care and protection across every environment—including work.

Related: The U.S. maternal mortality rate is shockingly high—can improved midwife accessibility help?

Hope through evidence—and what comes next

The PWFA became law in 2023, but its impact will continue to unfold as more workers and employers learn about its provisions. Some states are still working to expand enforcement and awareness, and advocates emphasize the need for ongoing education to ensure every pregnant worker knows her rights.

Still, this new data marks an undeniable step forward. It shows that compassion and policy can coexist—and that when women are supported, their babies benefit too.

For working parents, the takeaway is simple but powerful: systemic support improves outcomes. Pregnancy shouldn’t rely on luck or leniency from a manager—it should be protected by design.

The next time a pregnant employee asks for an extra break, a chair, or a lighter shift, science now backs her up. Those accommodations aren’t small favors—they’re part of a growing movement to build workplaces where families can truly thrive from day one.

Related: 3 things women should know about infertility + the workplace