A normal pregnancy is not considered a disability under the Americans with Disabilities Act (ADA).
But if a woman experiences pregnancy complications that substantially limit a major life activity, she may be considered disabled under the ADA and, therefore, entitled to reasonable accommodation to perform her job.
Example: If a new mother is still unable to return to work after exhausting her 12 weeks of FMLA maternity leave, you should evaluate her condition under the ADA to determine whether additional pregnancy disability leave is a reasonable accommodation for her. (Also, be sure to check state maternity leave laws because some states provide more than 12 weeks of parental leave.)
All employers that have 15 or more employees must comply with the ADA.