For forty-five years the central question in pregnancy-at-work law was comparative: is the pregnant employee being treated the same as everyone else? The Pregnant Workers Fairness Act of 2023 and the EEOC's 2024 final rule changed the question to an affirmative one: is she being accommodated? This library article traces the whole system, from the Pregnancy Discrimination Act's equal-treatment command and the Supreme Court's proof framework in Young v. UPS through the PWFA's ADA-style accommodation duty, the four "predictable assessments," and the contested abortion provision now in litigation. It maps how the PUMP Act, the FMLA, the ADA, and a thickening layer of state statutes stack on top of one another, and it works through invented hypotheticals, the EEOC charge process, remedies, and damages caps. Written so a judge can check a cite, an HR director can build a policy, and an expectant employee can understand her rights, it flags the places where the law is still moving.