1. Introduction
Pregnancy discrimination continues to affect workers across industries, creating barriers to career advancement and workplace dignity. While legal protections exist, misunderstandings about rights and responsibilities persist among employers and employees alike. This article breaks down key aspects of pregnancy-related employment law, offering practical insights into recognizing discrimination, navigating legal safeguards, and fostering equitable workplaces. We’ll explore real cases, employer duties, ongoing challenges, and how regulatory bodies like the EEOC shape enforcement—all through a lens that prioritizes clarity over legalese.
2. What Constitutes Pregnancy Discrimination?
Pregnancy discrimination involves unfair treatment of workers based on pregnancy, childbirth, or related medical needs. This bias can surface during hiring, promotions, job assignments, or termination decisions. Common scenarios include:
- Rejecting qualified candidates due to visible pregnancies
- Denying accommodations like schedule adjustments or light-duty assignments that are granted to non-pregnant colleagues
- Making derogatory comments about parenting responsibilities
- Retaliating against employees who request pregnancy-related leave
The consequences extend beyond immediate job loss. Affected individuals often face strained finances, health complications from workplace stress, and long-term career setbacks. Organizations risk legal liability, damaged reputations, and eroded employee trust when they fail to address these issues.
3. Key Laws Protecting Pregnant Workers
Three major laws form the backbone of pregnancy-related workplace protections:
A. Pregnancy Discrimination Act (PDA)
Enacted in 1978 as an amendment to Title VII, the PDA mandates that employers treat pregnancy like any other temporary disability. If a company provides light-duty options or unpaid leave for workers recovering from surgery, they must extend similar accommodations to pregnant employees.
B. Pregnant Workers Fairness Act (PWFA)
Effective June 2023, this law requires employers with 15+ staff members to provide reasonable accommodations unless doing so creates “undue hardship.” Examples include:
- Allowing more frequent bathroom breaks
- Providing seating for roles typically performed standing
- Temporarily adjusting lifting restrictions
C. Family and Medical Leave Act (FMLA)
Eligible employees can take up to 12 weeks of unpaid, job-protected leave for childbirth, prenatal care, or postpartum recovery.
The EEOC enforces these laws, investigating complaints and pursuing employers who violate them. Recent EEOC guidance emphasizes that accommodations aren’t optional—they’re a legal requirement.
4. Landmark Cases and Their Impact
Court decisions continue to shape how these laws apply in practice:
- Young v. UPS (2015): The Supreme Court ruled that employers must justify why they deny pregnancy accommodations if they provide them to other workers with temporary disabilities. UPS had refused light-duty work to a pregnant driver despite offering it to employees with on-the-job injuries.
- Khan v. Duke University Health System (2024): A radiologist alleged termination days after disclosing her pregnancy. The case highlighted how timing alone can constitute evidence of discrimination, even without explicit biased remarks.
- EEOC v. Walmart (2022): Walmart settled for $14M after denying reasonable accommodations to pregnant warehouse workers, including exemptions from heavy lifting.
These cases demonstrate that employers must evaluate each accommodation request individually—blanket policies often violate anti-discrimination laws.
5. What Employers Must Do
Compliance starts with proactive policies:
- Accommodation Protocols: Develop clear processes for reviewing accommodation requests. Train HR teams to document interactions and avoid assumptions about what pregnant workers “can handle.”
- Anti-Retaliation Measures: Protect employees who report concerns. A 2023 EEOC study found 40% of discrimination complaints include retaliation claims.
- Manager Training: Educate supervisors on legal obligations. Role-play scenarios like handling leave requests or addressing pregnancy-related harassment.
- Policy Updates: Review employee handbooks annually. The PWFA’s recent implementation, for instance, requires specific accommodation language many older policies lack.
Companies like Patagonia and Bank of America now offer model programs, including phased return-to-work options and on-site lactation support. These measures reduce turnover—one study found 94% of employees return to employers who provide strong parental supports.
6. Current Challenges and Debates
Despite progress, grey areas remain:
- Remote Work Conflicts: Can employers deny work-from-home requests for morning sickness? Courts increasingly side with employees when remote options exist for other roles.
- Invisible Limitations: Conditions like postpartum depression may require accommodations that managers perceive as “special treatment.” Clear medical documentation guidelines help prevent conflicts.
- Small Business Exemptions: The PWFA applies only to employers with 15+ staff, leaving workers at smaller companies vulnerable. Some states, like Colorado and Illinois, have passed stricter local laws to fill this gap.
- Arbitration Agreements: Many employment contracts force discrimination claims into private arbitration. Critics argue this suppresses valid claims, while employers cite reduced legal costs.
7. How the EEOC Is Responding
The EEOC has prioritized pregnancy discrimination under recent leadership:
- Issued updated guidance on the PWFA in April 2024
- Launched a national training program for healthcare and retail industries, where complaints are highest
- Increased penalties for employers who retaliate against complainants
Commissioner Kalpana Kotagal recently stated, “No one should have to choose between a healthy pregnancy and a paycheck.” This stance signals aggressive enforcement—EEOC pregnancy-related lawsuits rose 35% in 2023.
8. Steps for Employees Facing Issues
Workers should:
- Document Everything: Save emails, note witness names, and request accommodation denials in writing.
- File Timely Complaints: EEOC charges must be submitted within 180 days of the incident (extended to 300 days in some states).
- Explore State Laws: Twenty-eight states have stricter protections than federal law, like California’s requirement for private lactation rooms.
9. Looking Ahead
Emerging trends include:
- AI in Hiring: Algorithms trained on historical data may inadvertently penalize résumés with employment gaps from parental leave. The EEOC is developing audit protocols to detect this bias.
- Menopause Accommodations: While not covered under current pregnancy laws, some unions are negotiating menopause-related policies that could set precedents.
- Global Standards: The U.S. lags behind countries like Canada and Germany in paid parental leave. Advocacy groups push for federal paid leave laws to reduce discrimination risks.
10. Conclusion
Pregnancy discrimination laws only work when both employers and employees understand their roles. Companies that invest in supportive policies not only avoid lawsuits but attract top talent. Workers who know their rights can advocate effectively, whether through informal resolutions or formal complaints. As legal standards evolve, ongoing education and dialogue remain the best tools for building workplaces where parenthood and professionalism coexist. If you need think you’ve been the target of pregnancy discrimination, consider contacting The Law Office of Jason Tenenbaum. P.C. We have extensive experience with these kinds of cases and offer free consultations.
Additional Resources
- EEOC Pregnancy Discrimination Guidance: www.eeoc.gov/pregnancy
- PWFA Fact Sheet: www.dol.gov/pwfa
- Legal Aid Directory: National Employment Lawyers Association
For a more thorough discussion of pregnancy discrimination, check out the video below:
