Discrimination based on pregnancy, childbirth or related medical conditions is unlawful sex discrimination according to the Pregnancy Discrimination Act. The ruling covers workers of employers with 15 or more employees, including federal, state and local governments. As well to labor organizations and employment agencies.
Getting a job when pregnant
An employer cannot refuse to hire a pregnant women because she is pregnant, or her pregnant related condition, or because of prejudice of co-workers, clients/costumers.
Pregnancy and maternity leave
An employer may require a doctor's statement concerning the inability to work before granting a pregnant worker leave or (paid) sick leave.
If a pregnant worker is temporarily unable to perform her job because of her pregnancy, her employer must treat her the same as other temporarily disabled workers.
Pregnant workers must be permitted to work as long as they are able to perform their job.
Pregnant workers have the right to return to the same job after a pregnant related absence, the same as co-workers on sick or disability leave.
Any health insurance provided by an employer must cover expenses for pregnancy related conditions the same as the coverage for other medical conditions. Not included are costs for abortion, except when the mother's life is in danger.
Pregnancy related expenses should be reimbursed in the same way as expenses for other medical conditions.
Employers must provide the same level of health insurance for spouses of male employees as they do for spouses of female employees.
Read more: Pregnancy Discrimination Act amended Title VII of the Civil Rights Act of 1964