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The Equal Opportunity and Compliance office (EOC) assists employees and students with accommodation requests for a broad range of conditions related to pregnancy, including pregnancy, past pregnancy, infertility, childbirth, end of a pregnancy, medical conditions related to pregnancy, childbirth or other end to a pregnancy, or lactation or recovery from any of those conditions. These are referred to as “pregnancy accommodations” on this site.  Examples of reasonable pregnancy accommodations include:

  • excused absences for medical appointments
  • academic allowances
  • parking assistance
  • additional break time
  • appropriately sized uniforms
  • schedule changes
  • flexible work arrangements
  • temporary job duty swaps
  • voluntary leave of absence

Applicable laws and University policy


A federal law took effect in June 2023 setting out new accommodation requirements for pregnant workers. The Pregnant Workers Fairness Act (also known as the PWFA) requires employers (such as UNC-Chapel Hill) to provide accommodations for workers with known limitations related to pregnancy, childbirth, or related medical conditions.


Title IX provides protection against discrimination based on sex, which covers conditions related to pregnancy, childbirth, termination of pregnancy, lactation, related medical conditions, and recovery. The EOC Office is responsible for implementation of Title IX regulations at the institution, including assisting the UNC community with accommodations for pregnancy and related medical conditions. The University’s Title IX Coordinator has designated the EOC’s Accommodations team as the individuals who can coordinate specific actions to prevent sex discrimination related to pregnancy and related conditions and to ensure students’ equal access to UNC’s education programs and activities. This page contains more information about how to contact the Accommodations team.

The Title IX regulations require institutions to make their training materials available for inspection upon request. To make a request, please contact Kathryn Winn, Senior Case Management and Compliance Manager at kmwinn@unc.edu.

Fundamental Alteration: The EOC will not approve an accommodation that fundamentally alters a course or academic program. A fundamental alteration is a change that is so significant that it alters the essential nature of the goods, services, facilities, privileges, advantages or accommodations offered. If an instructor or other relevant stakeholder believes a proposed accommodation will fundamentally alter the course or program, EOC will consider that perspective in the interactive process before making a determination on the approved accommodation.


For more information on what constitutes a pregnancy accommodation under applicate policy and law, please view the University of North Carolina at Chapel Hill Policy on Accommodations and our summary page on the Pregnant Workers Fairness Act.

Pregnancy accommodation request process: How it works


While a written request is not required to seek pregnancy accommodations, if you are willing to complete the Accommodation Request Form, that will assist EOC in reviewing your request.


Additional documentation may be required depending on the type of accommodation that is requested. Please work with an Accommodation Specialist to determine if additional information is needed and if so ensure that you submit the additional documentation required by your type of accommodation request. The forms for additional documentation can be found on the Forms page.


After the Accommodation Request Form is received, EOC staff will meet with the requestor to understand their University obligations, limitations, and requested accommodations. When appropriate, EOC staff will also gather additional information, which may include meeting with the employee’s supervisor and other relevant individuals or with the student’s instructor or other relevant individuals as part of the interactive process. In meetings with supervisors, or with the student’s instructors, and other relevant individuals, information only about the employee’s limitations will be shared. Specific information about the pregnancy or related medical condition will not be shared. Only necessary information about the accommodation and limitations will be shared.


If the request is approved:

  • EOC sends a letter to the requestor and their supervisor/instructor outlining
  • The approved accommodations
  • The timeline for when the approved accommodations will take effect

If the request is not approved:

  • EOC will continue to engage in the interactive process with the requestor to determine what other reasonable accommodations are available.


Extending reasonable accommodations

After an accommodation has been approved, EOC will continue to be available for support or to consider additional accommodation requests. If the requestor needs to extend the length of time permitted for an accommodation, they should contact the EOC Accommodations Team.

It is important to know that the University prohibits discrimination and harassment based on protected status, including pregnancy. Discrimination under the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct includes failing to provide reasonable accommodations, consistent with state and federal law, based on pregnancy or related conditions. EOC also oversees this policy. View more information about the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct.

Lactation

Everyone has a role in supporting employees and students who are expressing milk on our campus. EOC has launched a website to help the Tar Heel community understand the University’s obligations to accommodate employees and students who are expressing milk as well as how you can help the University meet these obligations. Visit the UNC Lactation Guide for additional details.

Additional questions or concerns?

Contact our Accommodations team