MS HB809

Prohibits employers from refusing reasonable accommodations for employees or job applicants with conditions related to pregnancy, childbirth, or lactation, unless the employer can demonstrate undue hardship

Defines reasonable accommodations to include more frequent breaks, time off to recover from childbirth, temporary transfer to less strenuous positions, light duty, modified work schedules, and private non-bathroom space for expressing breast milk

Bars employers from taking adverse action against employees who request accommodations, denying employment opportunities based on accommodation needs, or requiring leave when other accommodations are available

Requires employers to provide written notice of pregnancy discrimination rights to new employees, existing employees within 120 days of July 1, 2021, and any employee who reports pregnancy within 10 days of notification

Creates a private right of action in circuit court with remedies including attorney's fees, back pay, and liquidated damages, with damages increasing to 300% for willful violations