Pregnancy Discrimination Attorney in Oakland

Defending the Rights of Pregnant Workers in Alameda County

If you are experiencing discriminatory treatment in the workplace because of your pregnancy, you’re not alone. Many women encounter unjust obstacles, harassment, and other forms of workplace discrimination simply because they are pregnant.

Discrimination against pregnant employees was formally prohibited by the Pregnancy Discrimination Act (PDA) of 1978. Sadly, pregnancy-based discrimination persists today. This is why it is more important than ever for employed mothers to know, understand, and assert their employment rights.

Fortunately, there are laws in place to hold employers accountable for discriminatory behavior and retaliatory actions. Our skilled pregnancy discrimination attorney has a proven track record of fighting tirelessly for clients in the courtroom while providing compassionate counsel to employees in Alameda County.

If you are being discriminated against because of your pregnancy, it’s critical to seek legal counsel. Call (510) 650-0250 to speak with our Oakland pregnancy discrimination lawyer today.

Recognizing Pregnancy Discrimination in the Workplace

No pregnant employee should be forced to choose between her career and her child. From the first trimester to maternity leave, pregnant workers are entitled to a safe, nondiscriminatory working environment.

An employer’s decision to discriminate against a pregnant worker can be detrimental to a mother’s health, freedom, and financial stability. Pregnancy-related discriminatory acts take various forms, such as:

• Failure to provide a safe, private space to pump breastmilk. Studies show that 58% of employed mothers find it challenging to pump at their place of work.
• Failure to provide reasonable accommodations. By law, your employer is required to accommodate reasonable, pregnancy-related needs. Examples include flexible scheduling, temporarily assigning less strenuous tasks, or permitting mothers to sit during their shift.
• Wrongful termination. Employers cannot fire an employee because she is pregnant or planning to become pregnant. This also protects against any pregnancy-related medical condition, such as physician-ordered bedrest, morning sickness, and even postpartum depression.
• Hiring discrimination. An employer can’t refuse to hire a qualified candidate on the basis of pregnancy. It’s illegal for an employer to question an applicant about childbearing or family planning.
• Refusal to give a deserved raise or promotion. Your employer cannot bypass an employee for a promotion or raise because of pregnancy.
• Retaliation. There are laws in place to protect employed mothers from retaliation or backlash if they wish to file a report.
• Harassment. It’s against the law for employers to engage in unwanted, offensive, or otherwise inappropriate commentary. For example, it’s unlawful for an employer to accuse an employed mother of being “lazy” or “unfocused” since her pregnancy.

Fighting for Fair Treatment of Pregnant Employees

Federal and state laws protect employed mothers from pregnancy discrimination, retaliation, and harassment in the workplace. The unfortunate reality is that many employers violate these boundaries, a problem compounded by the fact that many women are unaware of the rights afforded to them.

A recent study revealed that nearly half of Americans perceive employed mothers as less devoted to their career. This is why Benton Employment Law is dedicated to increasing awareness and education regarding pregnancy discrimination in the workplace. We know that every case won is a small but essential step in the right direction, and another step closer to gender equality in the American workplace.