What if a pregnant employee is exposed to chemicals at their work site, but their doctor has not restricted their work duties?

First, make sure their doctor is fully aware of the issues in the plant. For example, write up a detailed job description noting the possibility of exposure to chemicals, including which chemicals precisely and how often the exposure is likely to occur.

Many chemicals in the workplace haven’t been tested for their impact on reproductive problems and infants in the womb. A good idea would be to provide the doctor with Material Safety Data Sheets (MSDS) for all chemicals in the workplace. All manufacturers must provide these when there are toxic chemicals, and the sheets include detailed information on the chemicals that could be reviewed by their doctor.

If only one part of the employee’s job is risky/hazardous, reassign those duties to a nonpregnant worker. This isn’t always possible but remember the easy answers.

Another solution is to reassign the employee to a completely different job with minimal risks/hazards. Employers frequently state, “Oh, but we have nowhere to move them to.” But a closer examination might reveal tasks the employee can perform out of harm’s way.

Note that the decision to take an employee off work due to concerns about their safety, if unsupported by their doctor’s note, could be viewed as discriminatory based on the employer’s perception of their limitations.

Ultimately, keep in mind that showing your employees you care about their health and safety can improve morale and employee retention.

Read more about Providing Reasonable Accommodation and Transfer for Pregnancy Disability Leave in the HR Library.