Typically, when the term FMLA comes up, most people (that is, anyone NOT employed in the field of Human Resources) immediately think of maternity leave. While FMLA obviously does kick in for maternity leave, according to ERC’s research, when it comes to administering FMLA, pregnancy/maternity leave is really the least of HR’s worries. Instead, for most HR practitioners, the challenge lies in the administration of FMLA for serious health conditions and/or other circumstances outside of pregnancy and child birth.

Many employers struggle with the question of whether an employee’s request for medical leave is covered under FMLA as a serious medical condition.

Before your organization doesn't hire, promote, or accommodate your next pregnant employee—beware—because pregnancy-related lawsuits are increasing and you could be putting yourself at risk.