How Pregnancy Discrimination Affects Hiring, Promotions, and Workplace Accommodations
Discrimination based on pregnancy isn't only illegal but deeply damaging to employees' careers, emotional health, and financial stability. When employers allow stereotypes and assumptions to influence their decisions, they undermine the core values of workplace equality and fairness.
At Toni Jaramilla, we believe every worker deserves to be treated fairly and judged based on their skills, not their pregnancy status. Unfortunately, pregnancy discrimination remains a serious problem that affects hiring decisions, promotion opportunities, and the ability to secure necessary accommodations in the workplace.
Our firm stands committed to protecting the rights of workers who experience unfair treatment related to pregnancy. We work closely with clients to expose discriminatory practices, challenge unjust decisions, and pursue fair resolutions that reflect the dignity and value of every worker.
By taking a closer look at how pregnancy discrimination influences different stages of employment, we can better work toward a more equitable future for all employees. Every case we handle in Los Angeles, California, strengthens the broader effort to create workplaces where all employees, regardless of pregnancy status, can thrive based on their merit and dedication.
How Pregnancy Discrimination Impacts Hiring Decisions
The hiring process should be based solely on qualifications, experience, and the ability to perform the job. Yet pregnancy discrimination often begins long before an employee ever sets foot in the workplace. Pregnant applicants may face unfair obstacles during the recruitment process, including:
Refusal to hire: Some employers may decline to hire pregnant candidates even when they meet or exceed the job's requirements.
Invasive questions: Interviewers might ask illegal or inappropriate questions about pregnancy status or family planning.
Unspoken bias: Employers may assume pregnant workers will be unreliable or less committed.
These practices not only violate workers' rights but also deprive businesses of talented employees who are fully capable of contributing.
Subtle Discrimination During the Hiring Process
Even when discrimination isn’t obvious, subtle biases can have major effects. We often see the following behaviors:
Shortened interviews: Pregnant candidates may find their interviews are rushed or less thorough.
Negative assumptions: Interviewers might assume that new mothers won’t return after maternity leave.
Coded language: Comments about "commitment" or "team fit" may hide discriminatory thinking.
Addressing these issues requires vigilance during the hiring stage and a willingness to stand up when pregnancy discrimination occurs.
How Pregnancy Affects Promotion Opportunities
Once hired, pregnant employees often face additional challenges in advancing their careers. Pregnancy discrimination in promotions can look different depending on the workplace, but it frequently involves:
Being passed over for leadership roles: Even qualified candidates may be overlooked.
Reduced visibility: Pregnant employees may not be considered for high-profile projects.
Unfair performance reviews: Biases about absenteeism or future leave can taint evaluations.
Missed promotions not only hurt employees' financial standing but can also damage confidence and career trajectories.
Stereotypes and Assumptions About Pregnant Workers
Promotion-related discrimination often stems from outdated stereotypes, such as:
Assuming a lack of ambition: Employers may wrongly believe pregnant employees will lose interest in their careers.
Questioning reliability: Pregnancy is sometimes unfairly associated with increased absenteeism.
Fearing future accommodations: Employers may not want to invest in an employee they assume will soon request workplace changes.
These stereotypes are both harmful and inaccurate. Many employees return from parental leave just as dedicated—if not more so—than before.
Challenges Pregnant Workers Face When Seeking Accommodations
Workplace accommodations allow pregnant employees to perform their duties safely and effectively. Despite clear legal protections, securing accommodations often proves difficult. Common obstacles include:
Delayed responses: Employers may drag their feet when responding to accommodation requests.
Refusal to modify tasks: Minor adjustments, such as lighter lifting duties, are sometimes denied.
Retaliation fears: Employees might hesitate to request help due to fear of retaliation.
When accommodations are denied or delayed, pregnant workers can face serious risks to their health and career security.
Reasonable Accommodations and What They Include
Pregnant employees are entitled to reasonable accommodations under various federal and state laws. These accommodations may include:
Modified work schedules: Allowing more frequent breaks or altered start times.
Temporary transfers: Moving to less physically demanding roles when needed.
Remote work options: Permitting work-from-home arrangements for health reasons.
Providing seating: Assuring access to chairs or workstations that reduce physical strain.
Employers are obligated to engage in a meaningful discussion to find suitable solutions whenever possible.
Retaliation for Requesting Accommodations
Requesting accommodations shouldn’t lead to punishment, yet retaliation is a real threat for many pregnant workers. Retaliatory actions can include:
Unwarranted discipline: Disciplinary actions for minor or fabricated infractions.
Demotions or reductions in hours: Punishing employees for asserting their rights.
Negative shifts in workplace culture: Experiencing isolation or hostility from coworkers or supervisors.
Protecting against retaliation requires awareness, strong advocacy, and sometimes legal intervention to hold employers accountable for their actions.
Laws Protecting Against Pregnancy Discrimination
Multiple laws protect employees from pregnancy discrimination at the federal and state levels, including:
Pregnancy Discrimination Act (PDA): Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
Americans with Disabilities Act (ADA): Requires reasonable accommodations for pregnancy-related medical conditions.
Family and Medical Leave Act (FMLA): Grants eligible employees unpaid, job-protected leave for certain family and medical reasons.
California also offers additional protections through the Fair Employment and Housing Act (FEHA), giving workers even broader rights than federal law provides.
Filing a Claim for Pregnancy Discrimination
Workers who experience pregnancy discrimination have legal options for seeking justice. The steps to filing a claim often include:
Documenting the discrimination: Keep detailed records of discriminatory actions or statements.
Reporting internally: Notify human resources or management according to workplace policies.
Filing a complaint: Submit a claim with the Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD).
Seeking legal advice: Working with a firm like ours can strengthen a claim and improve the chances of a fair outcome.
Timely action is critical, as strict filing deadlines apply to discrimination claims.
The Emotional Toll of Pregnancy Discrimination
Beyond financial and career impacts, pregnancy discrimination often carries a heavy emotional burden. Workers may experience:
Stress and anxiety: Worrying about job security and future opportunities.
Loss of confidence: Feeling diminished by unfair treatment.
Strained relationships: Tension with supervisors, coworkers, and family members.
Acknowledging and addressing the emotional toll of discrimination is an important part of supporting victims through the recovery process.
How Pregnancy Discrimination Shapes Workplace Culture
Workplaces that tolerate pregnancy discrimination often suffer broader consequences, including:
Lower employee morale: Unfair treatment creates a toxic environment.
Higher turnover rates: Talented workers leave for more supportive employers.
Damaged reputation: News of discrimination can harm a company's public image.
When we advocate for fair treatment, we aren’t only helping individuals—we are contributing to healthier, more inclusive workplaces for everyone.
How Our Firm Stands Up Against Pregnancy Discrimination
At Toni Jaramilla, we have dedicated ourselves to fighting against pregnancy discrimination in every form. We recognize the profound impact unfair treatment can have on a worker's life, and we approach every case with compassion, dedication, and determination.
Our firm focuses on:
Listening to clients' stories: We believe every client deserves to be heard and understood.
Building strong cases: Through careful documentation and thorough investigation, we create persuasive arguments.
Pursuing fair outcomes: Whether through negotiation or litigation, we fight for what our clients are owed.
We are proud to stand by employees throughout Los Angeles and advocate for their rights at every stage of their employment journey.
Contact Us Today
If you believe you have experienced pregnancy discrimination, reach out to Toni Jaramilla today. We proudly serve Los Angeles and are ready to work with you to protect your rights and your future.
