Pregnant employees:
Public employers must honor a pregnant employee’s request for a temporary transfers to a job that is less strenuous or less hazardous, when the transfer is recommended by a health care provider and the employee is qualified to perform the duties of the job.
ALASKA STAT. § 39.20.520 (2013).

Pregnancy treated as a “disability”:
Public employers must afford pregnant employees “the same employment benefits and privileges that the employer grants to other employees with similar ability to work who are not so affected.”
ALASKA STAT. § 39.20.500(a). 

State law banning pregnancy discrimination:

Alaska's Human Rights Law prohibits employers from discriminating on the basis of pregnancy.
ALASKA STAT. § 18.80.220 (2013).

State law banning pregnancy discrimination in employment:
Although Arizona's Civil Rights Act does not specifically prevent discrimination on the basis of pregnancy, it has been interpreted to prohibit pregnancy discrimination.
41 ARIZ. REV. STAT. 1461, 1463 (b) et seq. (2013) (interpreted in dicta to include pregnancy discrimination in Lespron v. Tutor Time Learning Center, LLC, 2012 WL 135978 at *4 (D. Ariz. 2012)).

State law banning pregnancy discrimination in employment:
The Arkansas Civil Rights Act includes discrimination against those with pregnancy and childbirth-related conditions as gender discrimination, which is prohibited.
A.C.A. § 16-123-102 (2012).

Breastfeeding employees:
An employer shall provide reasonable unpaid break time for an employee to express her breast milk, unless it would pose an undue hardship for the employer.
An employer shall make a reasonable effort to provide a private, secure and sanitary location, other than a toilet stall, where an employee can express her breast milk.
ARK. CODE § 11-5-116 (b) (1) (2009).

Pregnant employees:
An employer must reasonably temporarily transfer an employee with a pregnancy-related condition to a "less strenuous or hazardous position," provide reasonable accommodation, and provide reasonable unpaid leave (up to 4 months).
CAL. GOV’T CODE § 12945 (2012).

State law banning pregnancy discrimination in employment:
California law defines sex discrimination as inclusive of pregnancy.
CAL. GOV’T CODE § 12926 (q) (1) (2012).

Pregnancy treated as a “disability”:
California considers pregnancy—as well as any illness or injury resulting from pregnancy, childbirth, or related medical condition— a temporary disability. An individual shall be deemed disabled on any day in which, because of a physical or mental condition, the individual is unable to perform their regular or customary work. 
Cal. Unemp. Ins. Code § 2626.

Breastfeeding employees:
Employers cannot discriminate against employees for breastfeeding or breastfeeding-related medical conditions. 
CAL. GOV’T CODE §§ 12926

An employer shall make reasonable efforts to allow an employee to take an unpaid break in a private room, other than a toilet stall, to express her milk, “unless doing so would seriously disrupt the employer’s business.”
CAL. LAB. CODE § 1030-33.

It is unlawful to engage in specified discriminatory practices in employment or housing accommodations on the basis of sex. The law provides that, for purposes of the act, the term sex also includes breastfeeding or medical conditions related to breastfeeding. 
Cal. Government Code § 12926.

Breastfeeding in San Francisco:
Employers in San Francisco are required to provide a lactation location with access to electricity, other than a bathroom and an access to a refrigerator and sink in close proximity to the employee’s work area. The ordinance “requires every employer to maintain a written lactation accommodation policy” and recordkeeping obligations. However, the employer may be exempt if it imposes an undue hardship on them.
(Effective January 1, 2018 with proposed Lactation in the Workplace Rules released on April 30, 2018)

State law banning pregnancy discrimination in employment:
The Colorado Supreme court has interpreted its prohibition against sex discrimination to also prohibit pregnancy discrimination.
COLO. REV. STAT. § 24-34-402 (2012) (interpreted to prohibit pregnancy discrimination in Colorado Civil Rights Com'n v. Travelers Ins. Co., 759 P.2d 1358, 1361-65 (Colo. 1988) (en banc)). The statute was amended in 2016 to provide greater protections for pregnant employees than those provided under federal law. The new law applies to most employers, regardless of size, and requires accommodations for conditions related to pregnancy or childbirth that may qualify as disabilities under the Americans with Disabilities Act. All Colorado employers must comply with the new law. See National Law Review article. (Effective August 10, 2016)

Breastfeeding employees:

An employer shall provide reasonable break time for an employee to express breast milk for her nursing child for up to two years after the child's birth. An employer shall make reasonable efforts to provide a place, other than a toilet stall, for the employee to express breast milk in privacy.
COLO. REV. STAT. § 8-13.5-104.
Equal Rights Amendment, C. R. S. A. Const. Art. 2, § 29.

An employer must provide reasonable accommodations to applicants or employees so that they can perform essential functions of the job for health conditions related to pregnancy or the physical recovery from childbirth.
H.B. 16-1438, to be codified at Colo. Rev. Stat. § 24-34-401, 402.3.

Pregnant employees:
An employer must "make 'reasonable effort to transfer a pregnant employee to any suitable temporary position' if the employee reasonably believes that continued employment in her position might cause injury to the employee or fetus. An employer must provide a pregnant employee with a notice of the right to transfer. An employer must provide reasonable unpaid leave to an employee for pregnancy-related conditions.
CONN. GEN. STAT. § 46a-60.

State law banning pregnancy discrimination in employment:
Connecticut's Human Rights and Opportunities Statute defines sex discrimination as inclusive of pregnancy discrimination.
CONN. GEN. STAT. § 46a-51¶ 17

“An Act Concerning Pregnant Women in the Workplace” provides definitions for pregnancy, reasonable accommodation and undue hardship. Some of the enhancements to existing protections include making it unlawful for an employer to:

• “Limit, segregate or classify the pregnant employee in a way that would deprive her of employment opportunities due to her pregnancy;
• Force an employee or job applicant affected by pregnancy to accept a reasonable accommodation if she (i) does not have known limitation related to her pregnancy, or (ii) does not require a reasonable accommodation to perform the essential duties related to her employment;
• Require an employee to take a leave of absence if a reasonable accommodation can be provided in lieu of the leave; and
• Retaliate against an employee in the terms, conditions or privileges of her employment based upon the employee’s request for a reasonable accommodation.”

(July 6, 2017; effective October 1, 2017)

Breastfeeding employees:
An employer must provide a reasonable amount of time each day for an employee to express breast milk for her child in a private location other than a toilet stall.
CONN. GEN. STAT. § 31-40w (2012).

State law banning pregnancy discrimination in employment:
The Delaware prohibition against employment discrimination includes pregnancy as a part of sex discrimination, making pregnancy discrimination illegal. Employers must make reasonable accommodations related to the pregnancy, unless the employer can demonstrate that the accommodation would impose an undue hardship. Reasonable accommodations may include light duty assignments, modified work schedules, temporary transfers to less strenuous or hazardous work, and time off to recover from childbirth. Employers must treat employees and applicants for employment known to be affected by pregnancy as well as the employer treats or would treat any other employee or applicant not so affected but similar in the ability or inability to work, without regard to the source of any condition affecting the other employee or applicant ability or inability to work.

Senate Bill No. 212, An Act to Amend Title 19 of the Delaware Code Relating to Pregnancy and Employment.

Breastfeeding Employees:

Reasonable accommodations under the state prohibition against pregnancy discrimination may include break time and appropriate facilities for expressing breast milk. Senate Bill No. 212, An Act to Amend Title 19 of the Delaware Code Relating to Pregnancy and Employment.

State law banning pregnancy discrimination:
According to the District of Columbia Human Rights Act, pregnancy discrimination is a form of illegal sex discrimination. 
D.C. Code §§ 2-1401.05(a), 1401.11.

Employers must treat employees affected by pregnancy or related medical conditions the same way that they treat other temporarily disabled employees for all employment-related purposes, including benefits.
D.C. Code § 2-1401.05 (2007).

An employer is required to provide reasonable workplace accommodations for workers whose ability to perform the functions of a job is limited by pregnancy, childbirth, a related medical condition, or breastfeeding. "Reasonable accommodation" means an accommodation that does not cause undue hardship in the operation of the employer's business that an employer can make for an employee whose ability to perform the functions of the employee's job are affected by pregnancy, childbirth, a related medical condition, or breastfeeding, including more frequent or longer breaks; time off to recover from childbirth; the acquisition or modification of equipment or seating; the temporary transfer to a less strenuous or hazardous position or other job restructuring such as providing light duty or a modified work schedule; having the employee refrain from heavy lifting; relocating the employee's work area; or providing private non-bathroom space for expressing breast milk. An employer shall not: take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment
Protecting Pregnant Workers Fairness Act of 2014, Act 20-458, Council of the District of Columbia, published 10/31/2014 in D.C. Register Vol. 61/45

Breastfeeding employees:
An employee shall provide reasonable daily unpaid break periods, as required by the employee, to express breast milk.
An employer shall make reasonable efforts to provide a sanitary room or other location, other than a bathroom or toilet stall, where an employee can express her breast milk in privacy and security. The location may include a childcare facility in close proximity to the employee's work location.
D.C. Code §§ 2-1401.05, 2-1402.82 (2007); D.C. MUN. REGS. tit. 4, § 518, 518.5 (2009).

State law banning breastfeeding discrimination:
According to the District of Columbia Human Rights Act, discrimination on the basis of breastfeeding is a form of illegal sex discrimination. 
D.C. Code §§ 2-1401.05(a), 1401.11.
 

State law banning pregnancy discrimination in employment:
The Florida Civil Rights Act was amended to prohibit discrimination on the basis of pregnancy in public lodging and food service establishments and in places of public accommodation; prohibiting employment discrimination on the basis of pregnancy; prohibiting discrimination on the basis of pregnancy by labor organizations, joint labor-management committees, employment agencies, and in occupational licensing, certification, and membership organizations, etc. SB 982 (effective 07/01/2015)

The state shall not terminate the employment of any employee in the career service because of her pregnancy or the employee's spouse’s or the adoption of a child. Fla. Stat. § 110.221.

The Florida Supreme Court has held that pregnancy discrimination is a form of sex discrimination under the Florida Civil Rights Act. See Delva v. Continental Group, Inc., No. SC12-2315 (Fl. Sup. Ct. April 17, 2014).

Pregnant employees:
The state of Georgia is committed to equal employment opportunity for individuals regardless of pregnancy, childbirth or related conditions, and prohibits harassment on the basis of pregnancy.
Ga. Comp. R. & Regs. 478-1-.03. 

Breastfeeding employees:
An employer may provide reasonable unpaid break time each day to an employee who needs to express breast milk for her infant child. An employer may make reasonable efforts to provide a private location, other than a toilet stall, in close proximity to the workplace, where the employee can express her milk in privacy. The employer is not required to provide break time if to do so would unduly disrupt the workplace operations.
GA. CODE § 34-1-6 (2012).

Pregnant employees:
An employer shall make every reasonable accommodation for a pregnant employee, an employee with disability due to childbirth, or an employee with related medical conditions. Employers must provide reasonable unpaid leave to workers with pregnancy-related disabilities.
HAW. CODE R. § 12-46-107.

State law banning pregnancy discrimination:
In Hawaii, pregnancy discrimination is considered sex discrimination, and is illegal.
HAW. REV. STAT. § 378-1 et seq.

Breastfeeding employees:
Employees must be allowed to express breast milk during a break period. The employer shall provide a location, other than the restroom, that is shielded from view and free from intrusion that may be used by an employee to express breast milk.
HAW. REV. STAT. § 378-92 (a)(1) (2013)

Employers cannot discriminate against an employee because she expresses milk at the workplace.
HAW. REV. STAT. § 378-2(7) (2011).

State law banning pregnancy discrimination in employment:
The Idaho Admin Code bans pregnancy discrimination and specifies that an employee “may continue to work as long as she is physically capable of performing the duties of her position and may return to work as soon as she is physically able as determined by her physician.” 
Idaho Admin. Code § 15.04.01.243.

Pregnancy treated as a “disability”:
Pregnancy, child birth, and related medical conditions are considered temporary disabilities under the Idaho Admin Code and entitle employees for purposes of using sick leave. 
Idaho Admin. Code § 15.04.01.243.

Pregnant employees:
Employers are required to provide reasonable accommodations, such as, but not limited to, light duty, temporary transfer, and leave, unless employer can demonstrate undue hardship. H.B. 0008 (2014)

State law banning pregnancy discrimination in employment:
Employers cannot discriminate on the basis of pregnancy. 775 Ill. Comp. Stat. 5/2-102(I); Ill. Adm. Code tit. 56, §  5210.110

Pregnant job applicants:
“Reasonable accommodations” means reasonable modifications or adjustments to the job application process or work environment that enable an applicant or employee affected by pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth to be considered for the position the applicant desires or to perform the essential functions of that position. Ill. Rev. Stat. ch. 68, § 5/2-102.

Breastfeeding employees:
Employers must provide a private non-bathroom space for expressing breast milk and breastfeeding. Ill. Rev. Stat. ch. 820 § 260 (2001)

The Nursing Mothers in the Workplace Act requires that employers provide reasonable unpaid break time each day to employees who need to express breast milk. The law also requires employers to make reasonable efforts to provide a room or other location, other than a toilet stall, where an employee can express her milk in privacy. Ill. Rev. Stat. ch. 820 § 260 (2001)

Pregnant employees:

Indiana administrative law makes clear that "[t]erminating a female employee because she is pregnant...is a discriminatory practice under the ICRL." Megan Harney v. Red Apple Restaurant, 2009 WL 8490600, at *4.

State or political employees:
Employers must provide reasonable paid breaks for an employee to express breast milk in a private location other than a toilet stall. These employers must make reasonable efforts to provide a refrigerator to store breast milk that has been expressed at work.
IND. CODE. § 5-10-6-2 (2008).

Employees working for an employer with twenty-five employees or more:
An employer with twenty-five employees or more must make reasonable efforts to provide an employee with a private location, other than a toilet stall, where the employee can express her breast milk. If possible, the employer also needs to provide a refrigerator for storing breast milk expressed at work.
IND. CODE § 22-2-14-1 to 22-2-14-2 (2008).

State law banning pregnancy discrimination in employment:
Iowa's Civil Rights Act prohibits discrimination based on pregnancy.
IOWA CODE § 216.6(2) (2013).

If a reasonable accommodation is necessary to allow the pregnant employee to perform the essential functions of her position, the employer must provide such an accommodation unless it would pose an undue hardship.
(Binding Order of the Iowa Civil Rights Commission, Latham v. ABCM Corporation, CP# 12-10-60032, DIA No. 12ICRC002, January 24, 2013).

Pregnancy treated as a “disability”:
Under Iowa law, disabilities “caused or contributed to by the employee’s pregnancy, miscarriage, childbirth, and recovery therefrom are, for all job-related purposes, temporary disabilities
and shall be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment.” 
Iowa Code § 216.6(2).

State law banning pregnancy discrimination in employment:
The Kansas Human Rights Commission interprets the prohibition on sex discrimination contained in the Kansas Acts Against Discrimination as prohibiting pregnancy discrimination. This law applies to all employers with 4 or more employees, except non-profit fraternal and social organizations.
Kan. Stat. Ann. § 44-1009, Kan. Admin. Regs. § 21-32-6.

Pregnancy treated as a “disability”:
According to Kansas law, disabilities resulting from pregnancy must be treated the same as other temporary disabilities for job-related purposes. 
Kan. Admin. Regs. § 21-32-6.
 

State law banning pregnancy discrimination in employment:
Kentucky's Civil Rights Act defines pregnancy and childbirth discrimination as sex discrimination, therefore prohibiting it.
KY. REV. STAT. § 344.030 (8).

Pregnancy treated as a “disability”:
Under Kentucky law, “women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work.”
Ky. Rev. Stat. § 344.030.
 

Pregnant employees:
An employers must provide "reasonable temporary transfers to pregnant employees to a 'less strenuous or hazardous position.' Employers must provide reasonable unpaid leave for an employee with a pregnancy-related condition (up to 4 months).
LA. REV. STAT. § 23: 342 (effective 1997).

Pregnancy treated as a “disability”:
Pregnancy, childbirth, and related medical conditions are treated as any other temporary disability. However, no employer shall be required to provide a female employee disability leave for a period exceeding six weeks. 
La. Rev. Stat. §23:341.

State law banning pregnancy discrimination in employment:
It is prohibited by Louisiana's anti-discrimination statute for an employer to discriminate based on pregnancy, childbirth, or a related medical condition.
LA. REV. STAT. § 23: 342 (1997).

School employees:
Public school boards must adopt a policy to require each school to provide an appropriate, private room, other than a restroom, that may be used by an employee to express breast milk. The school must also provide a reasonable amount of break time to accommodate an employee needing to express breast milk for up to one year following the birth of her child. 
La. Rev. Stat. ง 17:81(W).

State law banning pregnancy discrimination in employment:
Maine's Human Rights Act defines pregnancy discrimination as illegal sex discrimination, specifying that it “shall be unlawful employment discrimination… to treat a pregnant woman who is able to work in a different manner from other persons who are able to work.”
ME. REV. STAT. tit. 5, § 4572-A.

Pregnancy treated as a “disability”:
Similarly, according to the Maine Human Rights Act, it is unlawful employment discrimination to treat a pregnant woman who has a pregnancy-related disability “in a different manner from other employees who are not able to work because of their disabilities or illnesses.”
Me. Rev. Stat. tit. 5, § 4572-A.

Breastfeeding employees:
An employer must provide adequate unpaid or paid break time for an employee to express breast milk for up to three years following childbirth. An employer must make reasonable efforts to provide a clean, private location, other than a bathroom, for an employee to express breast milk. An employer may not discriminate against an employee who chooses to express breast milk in the workplace.
ME. REV. STAT. tit. 26 § 604 (effective 2009).

Pregnant employees:
An employer is required to make reasonable accommodations through "all possible means" (including leave) for an employee with conditions that result from pregnancy or childbirth. Employers must inform pregnant employees of their right to accommodation.
MD. CODE STATE GOV'T § 20-609 (2013).

State law banning pregnancy discrimination in employment:
While Maryland's statute does not explicitly include pregnancy discrimination, Maryland courts have interpreted it to prohibit pregnancy discrimination as a form of sex discrimination.
MD. CODE § 20-606 (2013) (interpreted to prohibit pregnancy discrimination in Kerrigan v. Magnum Entertainment, 804 F.Supp. 733, 734 (D. Maryland 1992)).

Pregnant Employees:

Employers cannot deny pregnant women and new mothers reasonable accommodation for their pregnancies and any conditions related to their pregnancies, regardless of whether the pregnancies or related conditions constitute disabilities under existing federal or state discrimination law.

Massachusetts Pregnant Workers Fairness Act (Effective April 1, 2018)

State law banning pregnancy discrimination in employment:
The Massachusetts general anti-discrimination statute has been interpreted to include pregnancy discrimination as a form of sex discrimination, which is prohibited.
MASS.GEN. LAWS ch. 151B § 1 et seq. See Black v. School Committee of Malden, 310 N.E.2d 330, 338-39 (Mass. 1974).

Breastfeeding Employees:

Employers need to provide reasonable accommodation for an employee affected by a condition related to pregnancy, included but not limited to lactation or the need to express breast milk to a nursing child. It also provides the opportunity for an employee to “take a leave if another reasonable accommodation may be provided for the known conditions including but not limited to lactation without undue hardship on the employer’s program”.

Massachusetts Pregnant Workers Fairness Act (Effective April 1, 2018)

Pregnant employees:
Employers are required to provide equal treatment for pregnancy or childbirth-related medical conditions and non-pregnancy-related work abilities, regardless of the source of the non-pregnant worker's injury.
MICH. COMP. LAWS §37.2202(d) (2009).

State law banning pregnancy discrimination:
The Michigan anti-discrimination statute defines pregnancy or childbirth-related discrimination as sex discrimination and is therefore prohibited.
MICH. COMP. LAWS § 37.2201.

Breastfeeding Employees:
Discriminatory practices, policies, and customs in the exercise of the right to breastfeed is prohibited. Provides for enforcement of the right to breastfeed. 2014 Mich. Pub. Acts, Act 197.

State law banning pregnancy discrimination in employment:
The Minnesota Women Economic Security Act prohibits pregnancy discrimination and requires employers to provide reasonable accommodations for health conditions related to pregnancy or childbirth. These may include, but are not limited to, temporary transfer to a less strenuous or hazardous position, seating, frequent restroom breaks, and limits to heavy lifting, as long as such accommodations do not cause "undue hardship" to the employer. A pregnant employee shall not be required to obtain the advice of her licensed health care provider or certified doula, or to take leave or accept an accommodation, nor may an employer claim undue hardship for the following accommodations: more frequent restroom, food, and water breaks; (2) seating; and (3) limits on lifting over 20 pounds.
Women Economic Security Act (2014)

Breastfeeding:
The employer must make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a bathroom or a toilet stall, that is shielded from view and free from intrusion from coworkers and the public and that includes access to an electrical outlet, where the employee can express her milk in privacy. An employer is not required to provide break time under this section if to do so would unduly disrupt the operations of the employer.
Women Economic Security Act (2014)

State employees:
State employers shall not terminate the employment of any employee because of pregnancy or require that such employee take a mandatory leave.
27-110 Miss. Code R. ง 7.3.9.

Breastfeeding employees:
An employer cannot discriminate against a breastfeeding employee who uses lawful break time to express breast milk.
MISS. CODE § 71-1-55.

State law banning pregnancy discrimination in employment:
Although Missouri's Human Rights Act does not explicitly protect against pregnancy discrimination, courts have interpreted its prohibition of sex discrimination to cover pregnancy discrimination as well. Additionally, under Missouri state regulations, a written or unwritten employment policy or practice which excludes from employment applicants or employees because of pregnancy may be justified only upon showing of business necessity.
See Self v. Midwest Orthopedics Foot & Ankle, P.C., 272 S.W.3d 364, 368-71 (Mo. Ct. App., 2008). MO. STAT. § 213.055; MO.Code Regs. tit.8, § 60-3.040(16).

Missouri does not have a specific state law that requires employers to affirmatively offer pregnancy leave, but a guidance issued by the Missouri Commission on Human Rights pursuant to the MHRA requires employers to provide the same leave benefits to pregnant women as are provided to employees with temporary disabilities. 8 CSR 60-3(16).

State law banning pregnancy discrimination in employment:
Montana's Human Rights Act prohibits either discrimination based on pregnancy or refusal on behalf of employers to grant a reasonable leave of absence for a pregnant worker.
MONT. CODE tit. 49 § 2-310 (2009).

Pregnancy-related disability accommodation:
Although Montana does not specifically compare pregnancy to a disability in its statutory law, Montana courts have suggested that there are situations in which an employer must accommodate pregnancy in the same way it would accommodate a disability.

See Auchenbach v. Community Nursing, Inc., Case No. 9401006303 (October 15, 1996) (holding that employers that accommodate work-related limitations for any reason must also accommodate work-related limitations of pregnant women).

Breastfeeding employees:
An employer must not discriminate against breastfeeding employees. An employer is required to provide daily unpaid break time for a mother to express breast milk for her infant child in a private location, other than a toilet stall, in close proximity to the workplace.
MONT. CODE §§ 39-2-215, 39-2-216

Pregnant Employees:
Discrimination on the basis of pregnancy is illegal sex discrimination under Nebraska law.
Neb. Rev. Stat. Ann. §§ 48-1104, 48-1102(13)

Pregnancy treated as a “disability”:
Under the Nebraska Fair Employment Practices Act, employers must treat women who are pregnant or have pregnancy or childbirth-related conditions similarly to other persons similar in their ability or inability to work. This also covers medical complications that arise from abortion.
NEB. REV. STAT. § 48-1111 (2).

State law banning pregnancy discrimination in employment:
The state anti-discrimination statute provides that if employers grant any kind of leave to non-pregnant temporarily disabled workers (unpaid or paid), they must grant the same kind of leave to pregnant workers to use while pregnant, after giving birth, or "natural[ly] miscarrying."
NEV. REV. STAT. 613.335.

The Nevada legislature passed and on June 17, 2017, the governor signed into law the Nevada Pregnant Workers Fairness Act. The construction/contractor exceptions remained in the law.

Breastfeeding Employees:
A Nevada statute requires employers to provide reasonable accommodations to an employee for lactation, the need to express break milk, mastitis, or other lactation-related medical conditions, unless the employer demonstrates that the accommodation would impose undue hardship. Reasonable accommodations include revising break schedules and providing space other than a bathroom to express breast milk. Nev. Rev. Stat. Ann. § 613.

State law banning pregnancy discrimination in employment:
Employers are to provide pregnant workers or workers affected by pregnancy or childbirth equal accommodations to those who are affected by other temporary disabilities.
N.H. REV. STAT. § 354-A:7 VI (2013).

Everyone:
Breastfeeding does not constitute indecent exposure and that limiting or restricting a mother's right to breastfeed is discriminatory. It is unclear whether this authorization extends to a woman’s place of employment. N.H. Rev. Stat. Ann. § 132:10-d (1999)

State law banning pregnancy discrimination in employment:
The New Jersey anti-discrimination statute prohibits pregnancy discrimination and requires employers to provide "reasonable accommodations to pregnant women and those who suffer medical conditions related to pregnancy and childbirth, such as bathroom breaks, breaks for increased water intake, periodic rest, assistance with manual labor, job restructuring or modified work schedules, and temporary transfers to less strenuous or hazardous work", as long as such accommodations do not cause "undue hardship".
N.J. STAT. §§ 10:5-3.1, 10:5-12 (Effective January 17, 2014).

The statute also prohibits employers from treating women affected by pregnancy or breastfeeding less favorably than other persons not so affected but similar in their ability or inability to work. N.J. Stat. Ann. § 10:5-12(s). This statute applies to employers with any number of employees. N.J. Stat. Ann. § 10:5-5(e).

Breastfeeding Employees:
Employers must allow breaks during the day for women to express milk or breastfeed, and a private room to do it. The private space cannot be a toilet stall, and should be located close to the work area. Employers do not have to pay women while they are breastfeeding or expressing milk, unless they already receive compensation during their breaks. NJ AB 2294 (Signed by Governor and effective immediately as of January 8, 2018) N.J. Stat. Ann. § 10:5-12(s). This statute applies to employers with any number of employees. N.J. Stat. Ann. § 10:5-5(e).

Employers are prohibited from penalizing an employee for requesting accommodations under this law. N.J. Stat. Ann. § 10:5-12(s).

State law banning pregnancy discrimination in employment:
Employers cannot discriminate against pregnant women as part of the prohibition on sex discrimination.
N.M. STAT. § 28-1-7; N.M. Admin. Code § 9.1.1.7 (HH).

Breastfeeding employees:
An employer is required to provide breaks to an employee to express breast milk in a clean, private location that is not a bathroom. Breaks do not have to be paid.
N.M. STAT. § 28-20-2 (Effective June 15, 2007).

All employers with four or more employees must provide reasonable accommodations for an applicant's or employee’s medical condition related to her pregnancy or childbirth if that condition inhibits the exercise of a normal bodily function or is demonstrable by medically accepted clinical or laboratory diagnostic techniques. The employer is required to provide an accommodation so long as doing so would not impose an undue hardship.

Pregnant Employees:
Employers cannot compel workers to take a leave absence, unless the pregnancy is preventing the employee from performing her duties in a reasonable manner. N.Y. EXEC. LAW  § 296(g) (Effective October 31, 2010).

State law banning pregnancy discrimination in employment:
Pregnancy discrimination is prohibited. N.Y. EXEC. LAW § 296 (interpreted to include pregnancy discrimination in Elaine W. v. Joint Diseases N. Gen. Hosp., Inc., 81 N.Y.2d 211, 613 N.E.2d 523 (1993) and Malena v. Victoria Secret Direct, LLC, 886 F.Supp.2d 349, 357 (S.D.N.Y. 2012)).

Reasonable accommodations must be provided for pregnancy-related conditions in New York City. Women Equality Act, S. 12032-02-3(I) (2013). New York City Pregnant Worker's Fairness Act, Int. No. 974-A, amending NYC Code § 8-107 (Jan. 30, 2014).

Breastfeeding Employees:
Reasonable, unpaid breaks must be provided to breastfeeding employees to express milk in a private location. An employer cannot discriminate against an employee who chooses to express breast milk in the workplace. N.Y. LAB. LAW § 206-c (Effective August 15, 2007).

State pregnancy accommodation law applies to public employees only.

Pregnant employees:
Employees of a state agency have a right to pregnancy accommodations “in order to perform the essential functions of their job unless it would cause an undue hardship on the employer.” N.C. EXEC. ORDER No. 82 (Effective December 6, 2018).

Breastfeeding employees:
Workplace adjustments to which employees have a right include access to a non-bathroom space for lactation. N.C. EXEC. ORDER No. 82 (Effective December 6, 2018).

Pregnant Employees:
On April 6, 2015, the North Dakota Governor signed into law an Act to amend section 14-02.4-03 of the North Dakota Century Code, making it a discriminatory practice for an employer to fail or refuse to make reasonable accommodations for an otherwise qualified person individual because that individual is pregnant.

An employer is not required to provide an accommodation that would disrupt or interfere with the employer's normal business operations; threaten an individual's health or safety; contradict a business necessity of the employer; or impose an undue hardship on the employer, taking into consideration the size of the employer's business, the type of business, the financial resources of the employer, and the estimated cost and extent of the accommodation. N.D. CENT. CODE Ch. 14-02.4-03. H. B. No. 1463 (2015).

State law banning pregnancy discrimination in employment:
North Dakota includes pregnancy under sex discrimination in its human rights law, therefore prohibiting it. N.D. CENT. CODE Ch. 14-02.4-02(18) (2011).

Breastfeeding Employees:
An employer may use the designation “infant friendly” on its promotional materials if the employer adopts specified workplace breastfeeding policies, including scheduling breaks and permitting work patterns that provide time for expression of breast milk; providing a convenient, sanitary, safe and private location other than a restroom for expressing breast milk; and a refrigerator in the workplace for the temporary storage of breast milk. The law also directs to the state department of health to establish guidelines for employers concerning workplace breastfeeding and infant friendly designations. N.D. Cent. Code § 23-12-17

State law banning pregnancy discrimination in employment:
Ohio specifically prohibits pregnancy discrimination as a form of sex discrimination it its anti-discrimination statute.
OHIO REV. CODE § 4112.01 (B) (2013).

The statute also requires that women “affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work.” Ohio Rev. Code §4112.01(B). 

State law banning pregnancy discrimination in employment:
The Oklahoma Anti-Discrimination Act defines pregnancy discrimination as sex discrimination, which makes pregnancy discrimination illegal.
OKLA. STAT. tit. 25, § 1301 (6).

Pregnancy treated as a “disability”:
The statute also requires that “women affected by pregnancy, childbirth or related medical conditions shall be treated the same for all employment-related purposes as other persons not so affected but similar in their ability or inability to work.”
25 Ok. Stat. § 25-1301(6). 

Breastfeeding employees:
An employer must provide reasonable unpaid break time (running concurrently with existing breaks, if possible) for an employee to express breast milk in a private location other than a bathroom.

“An employer may provide reasonable unpaid break time each day to an employee who needs to breast-feed or express breast milk for her child to maintain milk supply and comfort. The break time, if possible, shall run concurrently with any break time, paid or unpaid, already provided to the employee. An employer is not required to provide break time under this section if to do so would create an undue hardship on the operations of the employer.
An employer may make a reasonable effort to provide a private, secure, and sanitary room or other location in close proximity to the work area, other than a toilet stall, where an employee can express her milk or breast-feed her child.”
OKLA. STAT. tit. 40, § 435 (A-B) (eff. Nov. 1, 2006).

State law banning pregnancy discrimination:
The Oregon prohibition against employment discrimination includes pregnancy as a part of sex discrimination, making pregnancy discrimination illegal.
OR. REV. STAT. § 659A.029.

The statute also requires that women affected by pregnancy, childbirth, or related medical conditions or occurrences be treated the same for all employment related purposes as other persons not so affected but similar in their ability or inability to work by reason of physical condition. Or. Rev. Stat. § 659A.029. This statute applies to employers with one or more employees. Or. Rev. Stat. § 659A.001(4)(a).

Breastfeeding employees:
An employer must make reasonable efforts to provide employees with a 30-minute unpaid break to express milk for every four-hour shift (concurrent with other breaks if possible) in a private location other than a toilet stall.
OR. REV. STAT. § 653.077.

State law banning pregnancy discrimination in employment:
Pennsylvania law prohibits employers from having a "written or unwritten employment policy or practice" that excludes pregnant women from being employed."
16 PA. CODE § 41.102 (adopted May 17, 1975).
ERA Provision prohibits the "denial or abridgement of equality of rights" based on sex.
PA Const. art. 1 § 28 (adopted May 18, 1971).

It is an unlawful employment practice for an employer to discriminate based on sex, which includes discrimination based on pregnancy. *Applies to public employers and any person employing four or more persons; “employee” excludes any individual employed in agriculture or in the domestic service of any person, individuals who, as a part of their employment, reside in the personal residence of the employer, and any individual employed by said individual's parents, spouse or child. 43 Pa. Stat. Ann. § 955.

Pregnancy Accommodations in Philadelphia:
Philadelphia Pregnant Workers Fairness Act, Bill No. 130687, amending Phila. Code Ch. 9-1100, effective Jan. 20 2014, states that "it shall be unlawful to deny or interfere with employment opportunities... based upon sex (including pregnancy, childbirth, or a related medical condition)"

Pregnancy Accommodation in Pittsburgh:
Pittsburgh defines sex discrimination by ordinance to include pregnancy discrimination and an ordinance that forces contractors for the city with contracts of at least two hundred and fifty thousand dollars to provide its pregnant employees with reasonable accommodations (see Pittsburgh, Pa. Code § 659.02; § 161.44)(1979).

Breastfeeding Allowance in Philadelphia:
Philadelphia’s Fair Practices Ordinance treats an employer's failure to reasonably accommodate an individual's need to express breast milk as unlawful employment discrimination. (Phila., Pa., Code § 9-1103)(m). The Act further defines reasonable accommodation to include "providing unpaid break time or allowing an employee to use paid break, mealtime, or both, to express milk and providing a private sanitary space that is not a bathroom where an employee can express breast milk so long as these requirements do not impose an undue hardship." (Id at § 9-1103)(m)(i).

State law banning pregnancy discrimination in employment:
Because pregnancy discrimination is included under sex discrimination under Rhode Island's Fair Employment Practices Act, it is illegal.
R.I. GEN. LAWS § 28-5-6(2) (2009).

Pregnant Employees:
State law prohibits any employer from denying reasonable accommodations for an employee's or applicant’s condition related to pregnancy, childbirth, or a related medical condition unless the employer can demonstrate that said accommodation would work an undue hardship. This law creates a rebuttable presumption that an accommodation would not pose an undue hardship upon the employer, provided that the employer gives similar accommodations to other employees. Employers may not discriminate against employees or applicants because of the need for such accommodations nor may they require an employee to take leave if another accommodation could allow them to continue working instead.

Local law granting pregnancy accommodations:
Central Falls: reasonable accommodations for employees who have limitations in their ability to work arising out of pregnancy, childbirth, or related medical conditions. Gender Equity Ordinance (passed on April 14, 2014).
Providence: employers with seven or more employees must provide reasonable accommodations for conditions related to pregnancy, childbirth, and related medical conditions—including lactation—unless doing so would pose an undue hardship. Reasonable accommodations include seating, acquisition or modification of equipment, more frequent or longer breaks, temporary transfer to less strenuous or hazardous work, assistance with manual labor, job restructuring, light duty, modified work schedules, time off to recover from childbirth, break time, and a private, non-bathroom space for expressing breast milk. A worker cannot be forced to take leave if an accommodation that would allow them to work can be provided and would not impose an undue burden upon the employer. Employers must provide written notice of these rights. Providence, R.I., Code § 16-57.

Breastfeeding employees:
An employer must provide reasonable unpaid break time for employees to express breast milk (running concurrently with existing breaks, if possible) in a private location other than a bathroom.
R.I. Gen. Laws § 23-13.2-1 (2008).

A different Rhode Island statute, which applies to all employers with at least one employee, states that employers may provide reasonable break time to breastfeed or express breast milk unless to do so would impose an undue hardship on the employer, and must make reasonable efforts to provide a private, secure, and sanitary location in close proximity to the work area, other than a toilet stall, to breastfeed or express breast milk.
R.I. Gen. Laws § 23-13.2-1.

State law banning pregnancy discrimination in employment:
State law banning pregnancy discrimination in employment: The South Carolina Pregnancy Accommodations Act amends the South Carolina Human Affairs Law to require employers with at least 15 employees to provide reasonable accommodations to employees for medical needs arising from pregnancy, childbirth, or other related medical conditions (including lactation), unless the employer can demonstrate the accommodation would impose an undue hardship on the operation of the business. Signed on 05/17/2018 and effective immediately. See law firm blog post describing changes in further detail. South Carolina Pregnancy Accommodations Act, S.C. Code § 1-13-80 (Effective May 18, 2018).

The South Carolina Human Affairs Law prohibits pregnancy discrimination, as it is a form of sex discrimination. S.C. CODE § 1-13-30(l) (1996).

Breastfeeding employees:
Employers must provide reasonable accommodations to lactating employees. See South Carolina Pregnancy Accommodations Act (2018).

An employer may not discriminate based on sex. Sex discrimination may include pregnancy discrimination. S.D. Codified Laws § 20-13-10.

State law banning pregnancy discrimination:
The Tennessee Human Rights Act has been interpreted to protect pregnant women against discrimination.
TENN. CODE § 4-21-401 (effective June 23, 2010). See Campbell v. Florida Steel Corp., 919 S.W.2d 26, 31 (Tenn. 1996) (holding that Tennessee courts can use Title VII analysis to interpret the THRA); Suits v. The Heil Co., 192 F. App. 399, 400 (6th Cir. 2006) (applying Campbell to pregnancy discrimination).
Some employees are eligible for up to four months of unpaid leave.
TENN. CODE § 4-21-408.

Breastfeeding employees:
An employer must provide daily unpaid break time for an employee to express breast milk for her infant child (running concurrently with existing breaks, if possible). An employer must make a reasonable effort to provide a private location other than a bathroom toilet stall for an employee to express breast milk or breastfeed.
TENN. CODE § 50-1-305 (Effective August 14, 2008).

Pregnant employees:
County and municipal employers must provide reasonable temporary transfers to employees "partially restricted by pregnancy."
TEX. LOC. GOV'T CODE §180.004 (Effective Sept. 1, 2001).

State law banning pregnancy discrimination:
The Texas anti-discrimination statute defines discrimination based on pregnancy and childbirth as sex discrimination, and is therefore prohibited.
TEX. LAB. CODE §21.106 (Effective Sept. 1, 1993).

Public employees:
Public employers are required to provide a lactation location other than a restroom for breastfeeding employees
TEX. LOC. GOV'T CODE §619.004 (Effective Sept. 1, 2015).

State law banning pregnancy discrimination:
On March 28, 2016 Utah governor Gary Herbert signed S.B. 59, a bill modifying provisions related to accommodations in the workplace. The bill added an obligation for public employers to accommodate breastfeeding women and provided for reasonable accommodations for all employees in private employment, taking into account the burden that would be placed on the employer. This law provides an affirmative obligation (absent undue hardship) for the employer to provide an accommodation related to pregnancy, childbirth, or breastfeeding, and prohibits an employer from terminating or denying opportunities to an employee unless the employer can demonstrate that failure to take these actions would prove to be an undue hardship for them.
Utah law prohibits discrimination based on pregnancy, childbirth, or pregnancy-related conditions.

UTAH CODE 34A-5-106 (2013).

Breastfeeding Employees:

State law encourages employers to recognize the benefits of nursing and to provide unpaid break time and appropriate spaces for expressing milk. 2012 UT House Joint Resolution 4.

A Utah statute prohibits employers from refusing to make reasonable accommodations for pregnancy, childbirth, breastfeeding, or related conditions, unless the employer demonstrates that the accommodation would pose undue hardship. Utah Code Ann. § 34A-5-106(1)(g). This statute applies to public employers of all sizes, and private employers with fifteen or more employees. Utah Code Ann. § 34A-5-102(1)(i)(i)(D).

State law banning pregnancy discrimination in employment:
Vermont House Bill 136 requires employers to provide reasonable accommodations for pregnant employees. Employer may be exempt if they can demonstrate it would cause undue hardship on the business.
(VT HB 136 Signed May 4, 2017 and Effective January 1, 2018).

The Vermont Fair Employment Practices Act has been interpreted to prohibit discrimination on the basis of pregnancy, childbirth, or related medical conditions.
21 V.S.A. § 495(a)(1). Lavalley v. E.B. & AC. Whiting Co., 692 A.2d 367 (Vt. 1997).

Breastfeeding employees:
An employer must provide reasonable break time throughout the day for nursing employees to express breast milk in a private location other than a bathroom stall.
VT. STAT. tit. 21 § 305 (Effective July 1, 2013).

Employers may be exempted from these requirements if compliance would substantially disrupt the employer’s operations. Employers may not retaliate against an employee for attempting to exercise her rights under this law. 21 V.S.A. § 305. 21 V.S.A. § 305. This statute applies to employers with one or more employees. 21 V.S.A. § 302.

State law banning pregnancy discrimination:
The Virginia Human Rights Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
VA. CODE § 2.2-3901 (2005).

Pregnancy as a “disability:”
The Virginia Human Rights Act also requires that women affected by pregnancy, childbirth, or related medical conditions be treated the same for all purposes as other persons not so affected but similar in their abilities or disabilities. Va. Code Ann. §§ 2.2-3901, 2.2-3903.

Breastfeeding employees:
Employers with more than five but fewer than fifteen employees may not terminate a female employee on the basis of lactation.
Va. Code § 2.2-3903.

A Virginia statute requires local school boards to adopt a policy setting aside a private, non-restroom location for students and employees to take breaks of reasonable length to express breast milk for infant children. Va. Code Ann. § 22.1-79.6

State law banning pregnancy discrimination in employment:
Washington’s Healthy Starts Act required employers with 15 or more employees to reasonably accommodate pregnant employees regardless of disability and specifies nine potential accommodations that the employer may need to provide a pregnant employee. Additionally, an employer may not request a written certification from a healthcare provider and cannot claim undue hardship to avoid providing accommodations.
(Effective July 23, 2017)

State law banning pregnancy discrimination:
Under the Washington Law Against Discrimination, pregnancy discrimination is a form of sex discrimination, and prohibitions against pregnancy discrimination are in place to prevent employment policies that disproportionately affect women. Washington employers must treat pregnant workers the same way that they treat other workers who are temporarily disabled for purposes of providing leave.
WASH. ADMIN. CODE § 162-30-020 (2013)

A 2007 Washington Supreme Court decision clarified that pregnancy discrimination is based on sex, not disability. Therefore, pregnancy discrimination claims might be valid even if they would not be valid for other types of temporary discrimination. Hegwine v. Longview Fibre Co., Inc., 172 P.3d 688 (Wash. 2007).

Breastfeeding employees:

State law allows any employer (governmental or private) to use the designation “infant-friendly” on promotional materials provided that employer implements policies and environment that facilitate pumping in the workplace.

Employers can, but are not required to, earn an "infant friendly" designation by meeting certain criteria discussed in WASH. REV. CODE § 43.70.640

Pregnant employees:
An employer must make reasonable accommodations for the "known limitations related to the pregnancy, childbirth, or related medical conditions of a job applicant or employee, following delivery by the applicant or employee of written documentation from the applicant's or employee's health care provider that specifies the applicant's or employee's limitations and suggesting what accommodations would address those limitations."
W. VA. CODE § 5-11B-2 (effective June 4, 2014).

State law banning pregnancy discrimination:
West Virginia's Supreme Court has interpreted the state's Human Rights Commission to prohibit pregnancy discrimination, as it is a form of sex discrimination.
W. VA. CODE § 5-11-9. (Interpreted to prohibit pregnancy discrimination in Frank's Shoe Store v. W. Virginia Human Rights Comm'n, 365 S.E.2d 251, 257 (W. Va.1986).

2014 W.Va. Acts, Chap. 73 specifies that a mother may breastfeed a child in any location open to the public. (HB 4335)

State law banning pregnancy discrimination in employment:
Wisconsin's Fair Employment Act prohibits discrimination based on pregnancy.
WIS. STAT. § 111.36 (c).

Wis. Stat. § 944.17(3), § 944.20(2) and § 948.10(2)(b) (1995) provide that breastfeeding mothers are not in violation of criminal statutes of indecent or obscene exposure. (AB 154)
2009 Wis. Laws, Act 148 provides that a mother may breastfeed her child in any public or private location where the mother and child are otherwise authorized to be. The law specifies that in such a location, no person may prohibit a mother from breastfeeding her child, direct a mother to move to a different location to breastfeed her child, direct a mother to cover her child or breast while breastfeeding, or otherwise restrict a mother from breastfeeding her child. (2009 AB 57)

State law banning pregnancy discrimination in employment:
Wyoming's Fair Employment Practices Act prohibits discrimination based on pregnancy.
WYO. STAT. § 27-9-105 (a).

Breastfeeding employees:
Wyoming encourages breastfeeding and highlights the salutary effects of breastfeeding on the health of the child and of the mother via Wyoming House Joint Resolution 5. This Joint Resolution also commends employers who provide accommodations to breastfeeding mothers.

Wyo. Stat. § 6-4-201 (2007) exempts breastfeeding mothers from public indecency laws and gives breastfeeding women the right to nurse anyplace that they otherwise have a right to be. (HB 105)