MS SB2325

Prohibits employers from refusing reasonable accommodations for employees or job applicants with conditions related to pregnancy, childbirth, or lactation, unless the accommodation would cause undue hardship

Defines reasonable accommodations to include more frequent breaks, time off for childbirth recovery, equipment modifications, temporary transfer to less strenuous positions, light duty, 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 forcing employees to take 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 the act's effective date, and any employee who reports pregnancy within 10 days

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