On March 25, 2015, the U.S. Supreme Court issued a ruling overturning a lower court's decision dismissing a woman's Pregnancy Discrimination Act ("PDA") case and remanded the case for further proceedings. 

By overturning the Fourth Circuit's decision to reject that UPS driver's pregnancy discrimination claim today, the Supreme Court has resuscitated the question of whether, and in what circumstances, PDA requires employers who provide accommodations to non-pregnant employees with work limitations to also provide accommodations to pregnant employees who are "similar in their ability or inability to work." 

What does this ruling mean? Click here to read the details of the case and recommendations for employers.