Pregnancy Discrimination in the Workplace

Pregnancy discrimination in the workplace has been illegal for decades, since the passage of the Pregnancy Discrimination Act (PDA) back in 1978. The law, which was an amendment to the 1964 federal Civil Rights Act, prohibits businesses from making employment decisions based on pregnancy. This applies to all aspects of employment, including hiring and firing, pay, job assignments, promotions, layoff, training, fringe benefits (such as leave and health insurance), and other terms or conditions of employment.

Though the Pregnancy Discrimination Act has been around for 36 years, officials at the Equal Employment Opportunity Commission (EEOC) say discrimination against pregnant woman is still a “significant problem.” Women continue to face demotions, prejudice, and even job loss when they become pregnant. This is why, to avoid discriminatory practices and stay out of legal hot water, employers and their managers should review the law before making employment decisions.

On July 14, the EEOC issued Enforcement Guidance on Pregnancy Discrimination and Related Issues, along with a question and answer document about the guidance and a Fact Sheet for Small Businesses.

For guidelines on how to help your company stay out of legal trouble when it comes to pregnancy discrimination, please download our checklist of Best Practices to Help Avoid Charges of Pregnancy Discrimination.

For more information, contact GTM today.