You should not be concerned about losing your job, getting demoted, or experiencing other employment-related consequences if you announce the news of your pregnancy at work. Even though these actions are forbidden, they frequently occur.

Contact the legal team at Ace Law Group by calling, or you can click here on their website to speak with their legal experts about your legal rights if you have ever experienced pregnancy discrimination at work.  

PDA covers the following:

  • All aspects of pregnancy
  • Current and past pregnancies
  • Employment termination
  • Fair on-the-job treatment
  • Health insurance benefits
  • Medical conditions that is related to pregnancy or childbirth
  • Potential pregnancies
  • Promotion
  • Proving Pregnancy Discrimination
  • The hiring processes.

It is necessary to establish the following to prove pregnancy discrimination:

  • There was a linking between your pregnancy and the activities of your employer.
  • You were pregnant
  • You were qualified for the job
  • Your employer took a biased action against you

You may experience this form of employment discrimination in Las Vegas whether you are a recent hire or a seasoned worker. 

What is pregnancy discrimination?

The Pregnancy Discrimination Act was approved by Congress in 1978. The intention was to forbid or prevent sexism based on pregnancy.

In 2015, the Equal Employment Opportunity Commission (EEOC) of the United States revised its policies on how employers must treat pregnant employees under the law. The material was built upon the Americans with Disabilities Act and the PDA. The revision was the first since 1983.

Congress passed the relevant legislation preventing discrimination against ladies due to childbirth, pregnancy, or other conditions associated with either situation. Equal job opportunities and a secure workplace were the objectives.

Under the terms of this law, pregnant discrimination may take the following forms but is not restricted to them:

  • Termination of employment because of pregnancy or leave of absence due to childbirth or maternity leave
  • Adverse employment terms and conditions based on pregnancy or any potential pregnancy
  • Suspensions that may not be lifted without a medical release
  • Non-job-related medical examination
  • Forced leave
  • Unlawful termination of employment while in pregnancy or while the lady is on maternity leave
  • Assumptions/stereotypes about a lady’s ability to perform her job duties during pregnancy, or whether she will have any attendance issues once she gives birth to a child

The PDA serves to ensure that a pregnant lady can work equally with other workers and that she will be granted the same rights as other disabled employees when she is unable to work due to difficulties, childbirth, or other relevant medical conditions.


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