Pregnancy Discrimination

Getting pregnant shouldn’t cost you your job, your hours, or your place on the team. If your employer treated you differently once they found out, you may have a case.

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What is pregnancy discrimination?

Pregnancy discrimination is when an employer penalizes you for being pregnant, giving birth, or a related medical condition. Firing you after you announce a pregnancy, denying reasonable accommodations, or forcing unpaid leave can all qualify. The Pregnancy Discrimination Act, the Pregnant Workers Fairness Act, and state law protect pregnant employees.

For a lot of workers, everything changes the moment they tell their employer they’re expecting.

How pregnancy discrimination shows up at work

  • Your hours or good assignments dry up right after you announce

  • You’re denied simple accommodations, like more bathroom breaks or a stool

  • You’re pushed onto unpaid leave you didn’t ask for

  • Suddenly there are “performance problems” no one mentioned before

  • Your job disappears while you’re out on maternity leave

  • You’re told the role “needs someone who can fully commit”

Federal and state protections

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What the law says about pregnancy discrimination

Federal

The Pregnancy Discrimination Act amended Title VII to prohibit discrimination based on pregnancy, childbirth, and related conditions. The Pregnant Workers Fairness Act (PWFA), effective 2023, requires employers to provide reasonable accommodations for pregnancy-related limitations unless it causes undue hardship.

Minnesota

The MHRA and the Minnesota Pregnancy Accommodations law require accommodations for pregnant workers and prohibit pregnancy-based discrimination.

Learn more

Illinois

The IHRA requires reasonable accommodations for pregnancy and prohibits pregnancy discrimination, with protections that extend to smaller employers.

Learn more

Not sure which law applies to your situation? That’s what we figure out with you.

What a pregnancy discrimination case can recover, if your case is successful:

  • Back pay for wages you lost
  • Front pay for future wages
  • Reinstatement to your job (if that’s what you want)
  • Compensation for emotional distress
  • Punitive damages against the employer (in serious cases)
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

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*Prior results do not guarantee a similar outcome.

How we handle pregnancy discrimination cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Common questions about pregnancy discrimination

  • Can my employer fire me for being pregnant?

    No. Firing someone because of pregnancy, childbirth, or a related condition is illegal under the Pregnancy Discrimination Act and state law. If your termination came shortly after you announced your pregnancy, the timing itself can be important evidence.

  • What accommodations am I entitled to during pregnancy?

    Under the Pregnant Workers Fairness Act and state law, you’re generally entitled to reasonable accommodations — like more frequent breaks, a stool, lighter lifting, or schedule changes — unless it causes undue hardship. Your employer has to consider your request in good faith.

  • Can my employer force me to take leave because I’m pregnant?

    Generally, no. If you can still do your job, your employer can’t push you onto leave just because you’re pregnant. Forcing unpaid leave when you’re able and willing to work can itself be a form of pregnancy discrimination.

  • Is my job protected while I’m on maternity leave?

    Often, yes. The FMLA protects job-restoration rights for eligible workers, and state laws add further protections. If your position disappeared or was filled while you were out on leave, that may be unlawful.

  • What if the “performance problems” only started after I announced?

    Sudden performance concerns that appear right after a pregnancy announcement are a common pattern in these cases. Timing matters. If your record was fine until you shared the news, that shift can support a discrimination claim.

See all discrimination FAQs

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Common questions

How much is a pregnancy discrimination case worth?

It depends on your losses and the employer’s conduct — back pay, future pay, emotional distress, punitive damages in serious cases, and attorney’s fees. We’ll assess yours honestly once we know the facts.

How long do I have to file a pregnancy discrimination claim?

Deadlines can be as short as 180 or 300 days federally, with different state timelines. The clock often starts at the discriminatory act, so reach out early.

Do I need to file with the EEOC first?

For most federal claims, yes. State claims may differ. We handle the filing and make sure it’s on time.

Do I need a lawyer for a pregnancy discrimination claim?

You can file alone, but deadlines, evidence, and accommodation rules get complicated. A lawyer helps you avoid mistakes, with no upfront cost on contingency.

Can I still have a case if I’m still employed?

Yes. Denied accommodations, cut hours, or worse treatment because of pregnancy can all be claims even while you’re still working.