Michigan Further Expands Nondiscrimination Law
08/03/23
Author: ADP Admin/Tuesday, August 1, 2023/Categories: Compliance Corner , State Compliance Update, Michigan
Michigan has enacted legislation (Senate Bill 147), which prohibits all employers from discriminating against applicants and employees based on the individual’s termination of a pregnancy. The law takes effect on the 91st day after adjournment of the state legislature. The legislature is expected to adjourn in late December of 2023.
The details
Senate Bill 147 makes the following changes.
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Current Law
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Senate Bill 147
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Employers are prohibited from discriminating against applicants and employees based on sex, which includes, but isn’t limited to, pregnancy, childbirth, or a related medical condition related to pregnancy or childbirth that doesn’t include nontherapeutic abortion not intended to save the life of the mother.
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Employers are prohibited from discriminating against applicants and employees based on sex, which includes, but isn’t limited to, pregnancy, childbirth, the termination of a pregnancy, or a related medical condition.
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Employers are prohibited from treating an individual affected by pregnancy, childbirth, or a related medical condition differently for any employment-related purpose from another individual who isn’t affected but similar in ability or inability to work. For purposes of this provision, a medical condition related to pregnancy or childbirth doesn’t include nontherapeutic abortion not intended to save the life of the mother.
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Employers are prohibited from treating an individual affected by pregnancy, childbirth, the termination of a pregnancy, or a related medical condition differently for any employment-related purpose from another individual who isn’t affected but similar in ability or inability to work
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Next steps
- Watch for the adjournment of the state legislature to determine the exact effective date.
- Review policies and practices to ensure compliance with Senate Bill 147.
- Train supervisors and those involved in the hiring process or in making other employment decisions on the protections.
Please contact your HR Business Partner with any questions.
Thank you,
ADP
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