When you announce your pregnancy at work, you expect congratulations and support. However, some employees face sudden changes in how they’re treated. Responsibilities disappear, projects get reassigned, or performance becomes an issue for the first time ever.

Employers often say these changes are meant to “protect” you, but that doesn’t make them legal. In fact, many of these actions violate federal and state pregnancy discrimination laws. If you’re experiencing unwanted changes at work after announcing your pregnancy, a San Diego pregnancy discrimination lawyer can help you understand your rights.

What Changes Might You Notice After Announcing Your Pregnancy?

Pregnancy discrimination takes many forms. You might be removed from important projects or client meetings without explanation. Some employers even stop inviting pregnant employees to training sessions or business trips.

Some employees report criticism after years of strictly positive feedback. Others reported a schedule change they did not request. Employees even reported promotions they were on track for suddenly becoming unavailable.

In extreme cases, employers push pregnant employees to resign or go on leave before they’re medically required to stop working.

What Does the Law Say?

Despite legal protections, workplace discrimination continues to affect pregnant employees nationwide, contributing to broader patterns of gender-based workplace inequality.

Federal Protection

The Pregnancy Discrimination Act of 1978 states that employers must treat pregnant employees the same as other workers who are similar in their ability to work. If you can do your job, your employer can’t treat you differently just because you’re pregnant.

California’s Stronger Protections

California law goes even further. The Fair Employment and Housing Act and California’s Pregnancy Disability Leave law require employers to provide reasonable accommodations for pregnancy related conditions.

What’s the Difference Between Legal Accommodations and Illegal Discrimination?

The key is whether the changes are agreed upon or forced on you.

Reasonable accommodations are changes you might request such as modified schedules, more breaks, or temporary transfers to less physical work. These are legal when you ask for them and they don’t reduce your pay or hurt your advancement. 

Your employer breaks the law when they fire you, demote you, cut your pay, deny you a promotion, force you to take leave, or remove responsibilities without your consent. It is unlawful for them to make these descions for you.

What Should You Do If You Think You’re Being Discriminated Against?

Begin documenting your experiences. It is important to save emails, text messages, and write down verbal conversations with dates and times. Make sure to track your responsibilities before and after your announcement, and keep all performance reviews.

Most importantly, understand your deadlines. You have 300 days to file a charge with the EEOC in California. If you miss it, you typically lose your right to take legal action.

What Rights Do You Have?

You have the right to work throug your pregnancy unless you’re medically unable to, receive the same treatment as employees with similar limitations, and work without harassment or retaliation.

If you prove discrimination, you may be entitled to your job back, lost wages, compensation for emotional distress, and attorney’s fees. The specific remedies depend on your unique situation.

The Bottom Line

Your pregnancy shouldn’t hurt your career or put your job at risk. If you are a pregnant employee facing any type of discrimination in your workplace, it is important you protect your rights and take legal action today.