Federal law protects pregnant workers from discrimination and, in many cases, requires reasonable accommodations. State laws often give even more protection.
Protection from discrimination
The Pregnancy Discrimination Act treats discrimination based on pregnancy, childbirth and related medical conditions as sex discrimination. Employers with 15 or more employees generally cannot refuse to hire, fire, demote or otherwise treat you worse because of pregnancy.
Accommodations
The Pregnant Workers Fairness Act requires covered employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth or related conditions, unless doing so would cause undue hardship. Examples include more frequent breaks, a stool, schedule changes, light duty or time off for medical appointments.
Leave rights
- The Family and Medical Leave Act may give eligible workers up to 12 weeks of unpaid, job-protected leave.
- Some states offer paid family leave or pregnancy disability leave.
- Employers must generally treat pregnancy-related leave like other medical leave.
If you face problems
- Request accommodations in writing and keep a copy.
- Document any negative changes after you disclosed the pregnancy.
- Use the employer's complaint process.
- File a charge with the Equal Employment Opportunity Commission or a state agency within the deadline, generally 180 or 300 days.
- Speak with an employment attorney.
Frequently asked questions
Do I have to tell my employer I am pregnant?
Not until you need accommodations or leave, though doing so can trigger protections.
Can an employer fire me for pregnancy-related absences?
Not if the absences are protected, but details depend on the law that applies.