Pregnancy Discrimination Lawyers in New York 

While pregnancy itself is not classified as a disability, certain pregnancy-related conditions—such as gestational diabetes, preeclampsia, or pregnancy-induced carpal tunnel syndrome—may qualify as disabilities under the Americans with Disabilities Act (ADA). The ADA mandates that employers provide reasonable accommodations to employees affected by these conditions if they can still perform essential job functions with modifications.

If you are employed by a smaller business or in a state with additional protections, such as New York, your rights are still safeguarded. The New York State Human Rights Law and New York City Human Rights Law explicitly define pregnancy-related conditions—like preeclampsia or gestational diabetes—as disabilities, requiring your employer to provide reasonable accommodations unless doing so would create an undue burden.

Reasonable accommodations might include:

• Modified work schedules
• Temporary reassignment to light duty
• Medical leave
• Additional breaks (e.g., for rest or hydration)

The Family Medical Leave Act (FMLA) also allows up to 12 weeks of unpaid, job-protected leave for the birth of a child, which can be taken by both parents.

Timing and Circumstantial Evidence

If discrimination occurs near the time of pregnancy disclosure or when pregnancy becomes visible, it may indicate unlawful behavior. This can be supported by circumstantial evidence, such as being fired or demoted shortly after announcing pregnancy or returning from maternity leave.

Pregnancy Discrimination and the EEOC

The Equal Employment Opportunity Commission (EEOC) enforces these protections, ensuring pregnant employees are treated equally in all aspects of employment. Discrimination may include being denied promotions, being forced to take leave, or experiencing harassment due to pregnancy.

Temporary Disability and the Pregnant Workers Fairness Act

New York City’s Pregnant Workers Fairness Act provides added protections, ensuring that employers with at least four employees must provide reasonable accommodations to pregnant workers, even if the pregnancy-related condition is not recognized as a disability under the ADA. The reasonableness of accommodations is assessed based on the employer’s resources.

Forced Unpaid Leave and Discrimination

Pregnant employees are entitled to the same treatment as other temporarily disabled workers. Employers cannot force pregnant employees to take unpaid leave if they can continue to perform their job duties. If you’ve been forced to take unpaid leave due to pregnancy, you may have the right to seek compensation for lost wages or other damages.

Legal Guidance for Pregnancy Discrimination Claims in NYC

If you've been subjected to pregnancy discrimination or denied accommodations, an experienced attorney can help you understand your rights under federal, state, and local law. Attorneys at Phillips & Associates can assist with filing complaints with the EEOC or seeking remedies under the Family Medical Leave Act (FMLA) if you need time off due to pregnancy-related conditions.

What Should I Expect During a Pregnancy Discrimination Lawyer Consultation?

During your consultation, we will review the details of your case and help establish whether your employer violated your rights. If we determine liability, we may pursue compensatory damages to make you whole for the harm caused by discrimination. These damages could include lost wages, benefits, or other economic losses. If the employer’s actions were particularly egregious, we may seek punitive damages, meant to punish and deter such conduct.

Pregnancy discrimination can occur across classes and industries. Women are affected not only in construction or factories, but also in high-pressure white collar jobs involving medicine or litigation. At Phillips & Associates, our employment discrimination lawyers represent pregnant workers harmed by bigotry in Manhattan, Brooklyn, Queens, the Bronx, Staten Island, Nassau County, or Suffolk County workplaces. We understand that it is terrifying to face the prospect of losing your job or losing your source of income altogether, and we represent workers on a contingency fee (winning the case) basis with  free consultations.

If you were victim of pregnancy discrimination in New York City, give Phillips & Associates a call at (866) 229-9441 or complete our online form.