Keeping in mind that pregnancy itself is not an ADA disability, but pregnancy-related medical conditions may be — and the Pregnancy Discrimination Act requires that women affected by pregnancy be treated the same as others who are similar in their ability or inability to work — you should consider the employee’s situation under the usual ADA rules and conduct the interactive process.

If you determine that an accommodation should be made, options such as telework; schedule changes; assignment changes; reducing contact with others through use of plexiglass, tables, or other barriers to ensure distance from other people; temporary transfer to a different position or leave — as might be offered to other similarly situated employees — could all be possibilities. Remember that even if the ADA is not applicable, it is best to be flexible. Even when not legally required, adjustments can boost employee morale, increase job satisfaction, and maintain strong productivity.