Massachusetts and federal law protect pregnant women, fathers, and non-pregnant spouses, from discrimination, harassment, and retaliation. The Massachusetts Pregnant Workers Fairness Act and Parental Leave Act are just some of the laws that help protect workers from pregnancy discrimination.
However, despite these protections, it is still hard for workers to recognize pregnancy discrimination.
The Maura Greene Law Group can help you identify and address pregnancy discrimination.
Here are a few signs that you may be experiencing pregnancy discrimination:
- Change In Your Work: A significant change in your work, duties or schedule may be pregnancy discrimination. This may include a change in your hours, days you work, adding or removing tasks, and other adjustments.
- Loss Of Bonus Or Wages: Reducing your wages or denying your bonus may also be a result of pregnancy discrimination.
- Denial Of Promotion: Being denied a promotion or job advancement may indicate pregnancy discrimination. Similarly, your employer not considering you for a promotion may be a sign of pregnancy discrimination.
- Harassment: Inappropriate comments, “jokes” or remarks about your pregnancy may also qualify as pregnancy harassment.
- Denial Of Pregnancy Leave: Your employer may discriminate against you by denying you protected pregnancy leave.
- Termination: It is unlawful for your employer to terminate you due to your pregnancy. Your employer may also discriminate against you if it terminates you after you return from parental leave or because you disclosed your intent to take parental leave.
- Being Treated Differently From Non-Pregnant Or Childless Workers: Is your employer treating you differently from your colleagues who are not pregnant or do not have children? Have you noticed any change in your workload, responsibilities, or treatment? Did your employer exclude you from company activities, events, or networking opportunities? If so, you may be experiencing pregnancy discrimination.
Contact us at 617-936-1580 or email us at [email protected]
The Not So Fine Print:
We see patterns in our practice, like the ones described above. However, every case has its own unique facts. Before you take any action, you should contact an employment lawyer and get advice on your own situation. We can’t provide legal advice here and this isn’t intended as legal advice. It is best, if possible, to establish a relationship with an attorney before a workplace issue turns into a crisis. Employees who have received a verbal or written warning or performance improvement plan should contact counsel now. Ditto for employees who are seeing their doctor for workplace-related stress or anxiety.