Seattle & Minneapolis Pregnancy Discrimination Lawyer
Finding out you're pregnant should be an exciting time, not a source of workplace stress. Unfortunately, many workers face unfair treatment, harassment, or even job loss simply because they're expecting a child. At MacDonald Hoague & Bayless, our pregnancy discrimination lawyers fight for pregnant employees and new parents who have been treated unjustly at work.
Our firm handles a wide range of employment law matters across the Seattle and Minneapolis areas. Whether you're dealing with pregnancy discrimination, need support with disability rights, are facing broader civil rights violations, or require assistance with other employment issues, we're here to help.
If you’re facing unfair treatment as a pregnant woman in the workplace, our employment lawyers can provide the legal advice you need. We know the laws that protect you, and we're not afraid to take on employers who violate them.
Overview of Pregnancy Discrimination
Pregnancy discrimination happens when an employer treats a worker unfairly because they're pregnant, have given birth, or have medical conditions stemming from pregnancy or childbirth. This type of discrimination takes many forms and can affect workers at any stage.
The law is clear: pregnancy discrimination is illegal. Federal laws and state statutes provide strong protections against these unfair practices. From the time an employer becomes aware of your pregnancy through your return to work after parental leave, you are protected from discrimination. Yet it continues to happen in workplaces across Washington, Minnesota, and the country. Recognizing what counts as discrimination is the first step toward protecting your rights.
Denial of Employment Opportunities or Termination Due to Pregnancy
One of the most blatant forms of pregnancy discrimination occurs when employers make hiring or firing decisions based on pregnancy status. This might look like refusing to hire a qualified candidate after learning she's pregnant during an interview. It could mean firing an employee shortly after she announces her pregnancy, even if her work performance has been excellent.
Some employers try to hide their discriminatory motives behind false reasons like "restructuring" or "performance issues" that suddenly appear after a pregnancy announcement. Others are more direct, making comments about how a pregnant worker "won't be committed" to the job or expressing concerns about maternity leave. Regardless of how it's presented, firing or refusing to hire someone because of pregnancy is against the law.
Refusal to Accommodate Pregnancy-Related Needs
Pregnant women have the right to workplace adjustments that allow them to continue working safely. These accommodations might include more frequent bathroom breaks, permission to sit instead of standing for long periods, lifting restrictions, or adjustments to work schedules for prenatal appointments. These accommodation requirements are similar to protections under the Americans with Disabilities Act (ADA), which also requires employers to provide reasonable workplace modifications.
When employers deny these reasonable accommodations, they're violating the law. We've seen cases where employers forced pregnant workers to continue heavy lifting despite medical restrictions, refused to allow bathroom breaks, or denied schedule changes for medical appointments. These refusals can put both the worker and the pregnancy at risk.
After childbirth, many workers need accommodations for pumping breast milk. Employers must provide reasonable break times and a private space (not a bathroom) for expressing milk. Denying these accommodations is a form of discrimination that our attorneys take seriously.
Harassment or Hostile Comments Related to Pregnancy
Pregnancy-related harassment creates a hostile work environment that no one should have to endure. This harassment can include offensive comments about a worker's pregnant body, jokes about pregnancy or motherhood, or repeated questioning about pregnancy plans and fertility.
Sometimes harassment is more subtle, such as a coworker or supervisor making comments that suggest pregnant workers are less competent, less committed, or a burden on the team. They might exclude pregnant workers from important projects or meetings, assuming they won't be around long enough to contribute.
When harassment becomes severe or pervasive enough to create an intimidating or hostile work environment, it crosses the line into illegal discrimination. You don't have to put up with it.
Retaliation for Reporting Pregnancy Discrimination
Workers who speak up about pregnancy discrimination are protected from retaliation. This means your employer cannot punish you for reporting discrimination, filing a complaint with a government agency, or participating in an investigation.
Retaliation can take many forms, including:
- Demotion
- Pay cuts
- Negative performance reviews
- Increased scrutiny
- Schedule changes that make your life harder
- Termination
Some employers retaliate in less obvious ways, such as excluding you from training opportunities or assigning you to less desirable job duties.
If you've faced negative consequences after reporting pregnancy discrimination, you may have a retaliation claim in addition to your original discrimination complaint.
Pregnancy Discrimination Legal Protection
Pregnant workers in Washington and Minnesota benefit from strong legal protections at both the federal and state levels. These laws work together to ensure fair treatment throughout pregnancy, childbirth, and the return to work.
Pregnancy Discrimination Act
The Pregnancy Discrimination Act of 1978 (PDA) is a federal law that amended Title VII of the Civil Rights Act of 1964. This act works alongside other federal laws to ensure pregnant employees receive fair treatment and necessary reasonable accommodations. The Equal Employment Opportunity Commission (EEOC) enforces these types of employment discrimination laws.
Under the PDA, employers with 15 or more employees cannot discriminate based on pregnancy, childbirth, or related medical conditions. The law treats pregnancy discrimination as a form of sex discrimination.
This means pregnant workers must be treated the same as other employees who are similar in their ability to work. If your employer provides accommodations or benefits to other workers with temporary medical conditions, they must provide similar accommodations to pregnant workers.
The PDA covers all aspects of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, and any other terms or conditions of employment.
Washington Law Against Discrimination
Washington state provides even stronger protections through the Washington Law Against Discrimination (WLAD). This law applies to employers with eight or more employees and prohibits discrimination based on pregnancy and childbirth.
Our lawyers helped pass Washington's Healthy Starts Act in 2017, which significantly strengthened the rights of pregnant workers. This law requires employers to provide reasonable accommodations for pregnancy-related conditions, similar to how they must accommodate disabilities. Accommodations might include modified duties, alternative assignments, more frequent breaks, or schedule changes.
The Healthy Starts Act also prohibits employers from forcing pregnant workers to take leave if a reasonable accommodation would allow them to continue working. This law recognizes that pregnant workers should have the choice to keep working when they're able and willing to do so.
Minnesota Human Rights Act
Minnesota has similar protections under the Minnesota Human Rights Act, which prohibits pregnancy discrimination and requires reasonable accommodations for pregnancy-related conditions. The Minnesota Women’s Economic Security Act and the Minnesota Parental Leave Act also provide legal protections for pregnant workers and new parents.
Pump Act and Workplace Lactation Rights
The federal PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) requires employers to provide reasonable break time and a private space for nursing mothers to express breast milk for one year after a child's birth. This law expanded previous protections to cover more workers, including salaried employees who were previously excluded.
The space provided must be functional and private, and it cannot be a bathroom. It should be shielded from view and free from intrusion. While employers are not required to provide a permanent, dedicated space, they must make a reasonable effort to provide a location that meets these requirements.
Washington state law also protects lactation rights and prohibits discrimination against workers who express milk at work. We've successfully represented clients who faced harassment or termination related to pumping, including a $415,000 jury verdict against a large ambulance company that discriminated against a paramedic because of her pregnancy and need to pump breast milk.
Minnesota law provides similar protections for pregnant workers and workers who need time and space to pump breast milk.
Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave for pregnancy, childbirth, and bonding with a new child. This maternity leave protection applies to employers with 50 or more employees and covers workers who have been employed for at least 12 months. FMLA leave can be used for pregnancy-related medical appointments, recovery from childbirth, and caring for your newborn.
Washington and Minnesota also have state laws that guarantee the right to take parental and other medical leave to most employees.
How MacDonald Hoague & Bayless Can Help
Our pregnancy discrimination attorneys in Seattle and Minneapolis regularly help pregnant workers understand their rights. We know these rights can vary depending on your employer's size, how long you've been employed, and other specific circumstances. We'll review your situation carefully and explain what protections apply to you.
Whether you need a pregnancy discrimination lawyer to negotiate a settlement or take your case to trial, we have the experience to help pregnant women fight back against workplace injustice.
We've built our reputation on getting results for our clients. Our victories include:
- A $415,000 jury verdict against a major private ambulance company that discriminated against our client, a paramedic, when she became pregnant, and allowed employees to harass her for pumping breast milk
- A jury verdict for our client, a naturopathic doctor, who was denied a promotion because of her pregnancy
These cases show that we're willing to take employers to court when necessary and that juries recognize the seriousness of pregnancy discrimination.
When you work with our law firm, you'll receive personalized attention from experienced attorneys who genuinely care about your case. We understand that pregnancy discrimination affects so much in your life, including your job, your family, your finances, and your future. We approach each case with the compassion and commitment it deserves.
We can help you obtain compensation for lost wages, emotional distress, and other damages. When appropriate, we'll file lawsuits to hold employers accountable and send a message that pregnancy discrimination won't be tolerated.
Contact Our Law Office in Seattle & Minneapolis Today With Your Case
Don't wait to get help if you're experiencing pregnancy discrimination. Many legal claims have time limits, and the sooner you contact us, the sooner we can start protecting your rights.
Reach out to MacDonald Hoague & Bayless today to discuss your case. Fill out our contact form to get started. We'll listen to your story, answer your questions, and explain your legal options.
You deserve to be treated fairly at work, no matter where you are in your pregnancy journey. Our Seattle and Minneapolis pregnancy discrimination law offices are here to help.