Common examples of pregnancy discrimination in the workplace include being fired after announcing a pregnancy, being denied promotions, being forced onto unpaid leave, losing hours, or being treated unfairly because of pregnancy-related medical needs. It can also include harassment, refusal to provide reasonable accommodations, or retaliation for requesting maternity leave. These actions are not just unfair—they may be illegal.
San Diego is known for its growing job market, diverse industries, and strong workforce. From healthcare and biotech to hospitality and retail, many women work in fast-paced environments while starting or growing their families.
When pregnancy discrimination happens, it can leave employees feeling stressed and unsure about their rights. In these situations, a San Diego pregnancy discrimination attorney can help workers understand their legal options and protect their careers.
Below are some of the most common ways pregnancy discrimination shows up in the workplace and what they may look like in real life.
Being Fired or Laid Off After Announcing a Pregnancy
One of the clearest examples of pregnancy discrimination is termination shortly after an employee shares the news that she is pregnant.
For example, a worker may receive positive performance reviews for years. Then, soon after announcing her pregnancy, she is suddenly written up for minor issues or told her position is being eliminated. While employers may claim other reasons, timing often raises serious concerns.
This type of action can be unlawful if pregnancy was a factor in the decision. Employers cannot fire someone simply because they are pregnant or may need time off in the future.
Denying Promotions or Opportunities
Another common issue involves missed career growth. A pregnant employee may suddenly be passed over for a promotion she was qualified for.
In some cases, supervisors assume she will not want more responsibility. In other cases, they may claim they need someone “more committed” or “available long-term.” These assumptions are unfair and often discriminatory.
Pregnancy does not reduce a person’s ability to perform or grow professionally. Employment decisions should be based on performance, not personal assumptions.
Cutting Hours or Pay
Sometimes discrimination is more subtle. Instead of firing someone, an employer may reduce her hours, reassign her to less favorable shifts, or cut her pay.
For example, a manager might claim they are trying to “make things easier” for the pregnant worker. However, if the change results in lower income or harms her position, it may be discriminatory.
Even small changes can have a big financial impact, especially during a time when medical costs are increasing.
Refusing Reasonable Accommodations
Pregnancy often requires temporary adjustments. These may include:
- More frequent bathroom breaks
- Light duty assignments
- Modified schedules
- A stool to sit on during long shifts
- Temporary lifting restrictions
Employers are generally required to provide reasonable accommodations if they provide similar accommodations to other workers with medical conditions.
Refusing simple adjustments while allowing them for others may be unlawful. This is especially true when the requested change does not cause serious hardship for the company.
Forcing Unpaid Leave
In some cases, employers push pregnant workers onto unpaid leave even when they are still able to work.
For example, an employer might say, “It’s safer if you just stay home now,” even though the employee has medical clearance to continue working. Forcing leave without a valid reason can be discriminatory.
Employees should be allowed to work as long as they can safely perform their job duties.
Harassment and Hostile Work Environment
Pregnancy discrimination can also involve offensive comments or behavior.
This may include:
- Jokes about pregnancy or body changes
- Comments about being “too emotional”
- Negative remarks about taking maternity leave
- Pressure to quit after the baby is born
If these comments are frequent or severe, they may create a hostile work environment. No one should feel embarrassed or pressured because they are pregnant.
Retaliation for Asserting Rights
Finally, retaliation is another serious issue. If an employee files a complaint, requests accommodations, or takes protected leave, the employer cannot punish her for doing so.
Retaliation may include:
- Demotion
- Sudden negative evaluations
- Exclusion from meetings
- Termination
The law protects workers who speak up about discrimination.
Key Takeaways
- Pregnancy discrimination includes firing, demotion, reduced hours, and denied promotions.
- Employers must provide reasonable accommodations in many situations.
- Forcing unpaid leave or creating a hostile work environment may be unlawful.
- Retaliation for requesting leave or filing complaints is illegal.
- Employees have rights and should not feel pressured to choose between their job and their pregnancy.
