Pregnancy Discrimination Lawyers

Examples of Pregnancy Discrimination in the Workplace

While pregnancy discrimination can take many forms, it oftentimes includes:

• Loss of employment: An employer terminates a pregnant employee or puts pressure on the employee to resign.
• Denial of position or promotion: An employee is denied a position with the company based on their status as a pregnant worker.
• Refusal to provide reasonable accommodations: An employer fails to provide accommodations for a pregnant employee, such as providing a stool or chair for the employee to sit on or providing appropriately sized uniforms.
• Harassment / Hostile Work Environment: A pregnant employee is the target of unwanted comments or gestures related to their pregnancy, or they are left out of important discussions or duties based on their pregnancy status.

Examples of Reasonable Accommodations for Pregnant Workers

“Reasonable accommodations” are changes to the work environment or the way things are usually done at work. The House Committee on Education and Labor Report on the Pregnant Workers Fairness Act (PWFA) provides several examples of possible reasonable accommodations including the ability to sit or drink water; receive closer parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the bathroom, eat, and rest; take leave or time off to recover from childbirth; and be excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy. Employers are required to provide reasonable accommodations unless they would cause an “undue hardship” on the employer’s operations. An “undue hardship” is marked by significant difficulty or expense for the employer.

Pregnant Workers Fairness Act (PWFA)

The PWFA protects employees and applicants of “covered employers” who have known limitations related to pregnancy, childbirth, or related medical conditions.

“Covered employers” include private and public sector employers with at least 15 employees, Congress, Federal agencies, employment agencies, and labor organizations.

Under PWFA, covered employers cannot:

• Require an employee to accept an accommodation without a discussion about the accommodation between the worker and the employer.
• Deny a job or other employment opportunities to a qualified employee or applicant based on the person’s need for a reasonable accommodation.
• Require an employee to take leave if another reasonable accommodation can be provided that would let the employee keep working.
• Retaliate against an individual for reporting or opposing unlawful discrimination under the PWFA or participating in a PWFA proceeding (such as an investigation); or
• Interfere with any individual’s rights under the PWFA.

Other Laws Protecting Pregnant Workers

Other laws that apply to workers affected by pregnancy, childbirth, or related medical conditions, include:

• Title VII (enforced by the EEOC), which:
  • Protects an employee from discrimination based on pregnancy, childbirth, or related medical conditions.
  • Requires covered employers to treat a worker affected by pregnancy, childbirth, or related medical conditions the same as other workers similar in their ability or inability to work.
• The Americans with Disabilities Act, or ADA (enforced by the EEOC), which:
  • Protects an employee from discrimination based on disability.
  • Requires covered employers to provide reasonable accommodations to a person with a disability if the reasonable accommodation would not cause an undue hardship for the employer.
  • While pregnancy is not a disability under the ADA, some pregnancy-related conditions may be disabilities under the law.
• The Family and Medical Leave Act of 1993 (enforced by the U.S. Department of Labor), which provides covered employees with unpaid, job-protected leave for certain family and medical reasons
• The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) (enforced by the U.S. Department of Labor), which broadens workplace protections for employees to express breast milk at work.
• New York State Law Section 206-c (signed into law on April 19, 2024) gives all employees in New York the right to express breast milk in the workplace and details the specific requirements of employers and employees when it comes to breast milk expression.