If you were fired, demoted, passed over, or denied a simple accommodation because you were pregnant, the law is on your side. Pregnancy discrimination is against the law, and pregnant workers in Florida have strong protections under both federal and state law. At WLT Law Firm, led by Fort Lauderdale employment attorney Wali Taylor, we help expecting and new mothers in Broward County hold employers accountable. Call (954) 905-9863 or (866) 438-9254 for a free, confidential consultation.
Is Pregnancy Discrimination Against the Law?
Yes. It is unlawful for an employer with 15 or more employees to treat you differently because of pregnancy, childbirth, or a related medical condition. That covers every part of the job — hiring, pay, assignments, promotions, leave, and firing. The EEOC enforces the federal laws that protect pregnant workers, and Florida law adds its own protection on top.
Three Federal Laws Protect Pregnant Workers
Title VII (the Pregnancy Discrimination Act)
Title VII makes it unlawful to fire, refuse to hire, demote, or otherwise discriminate against you because of pregnancy, childbirth, or related medical conditions. In short, your employer cannot treat you worse because you are pregnant.
The Pregnant Workers Fairness Act (PWFA)
The Pregnant Workers Fairness Act requires your employer to provide a reasonable accommodation for a known limitation related to pregnancy or childbirth, unless it would cause the employer significant difficulty or expense. Accommodations can be simple — extra breaks to rest, eat, or use the restroom; a stool to sit on; a water bottle; a lighter lifting limit; a schedule change; or time off to recover. Your employer also cannot force you onto leave if another accommodation would let you keep working.
The Americans with Disabilities Act (ADA)
While pregnancy itself is not a disability, some pregnancy-related conditions can be, and the ADA may require your employer to accommodate them.
Florida Law Protects You Too
Florida’s own Florida Civil Rights Act (Fla. Stat. § 760.10) prohibits sex discrimination, including pregnancy discrimination, and gives you a parallel state claim. We typically pursue your rights under both federal and Florida law at the same time. Pregnant workers and new parents may also have job-protected time off — see our FMLA and medical leave page.
Rights for Nursing Mothers (the PUMP Act)
If you are a new mother back at work, the PUMP Act generally gives you the right to reasonable break time and a private space — not a bathroom — to express breast milk for up to one year after your child’s birth. The U.S. Department of Labor explains these pumping-at-work protections. An employer that refuses that time or space, or punishes you for using it, may be breaking the law.
Common Examples of Pregnancy Discrimination
- Being fired or laid off soon after announcing a pregnancy
- Being denied light duty that is given to other workers with similar limitations
- Being passed over for a promotion or a good assignment because of pregnancy
- Being pushed onto unpaid leave instead of a workable accommodation
- Having a reasonable accommodation request ignored or refused
- Being harassed or treated worse because of pregnancy or breastfeeding
You Cannot Be Punished for Speaking Up
It is unlawful for an employer to retaliate against you for requesting a pregnancy accommodation or for complaining about pregnancy discrimination. If that happens, you may have a separate retaliation claim.
Deadlines Are Short — Do Not Wait
A pregnancy discrimination charge generally must be filed with the EEOC within 300 days, or with the Florida Commission on Human Relations within 365 days, of the discriminatory act, and a right-to-sue notice usually gives you only 90 days to file suit. Because these windows are short, it is best to speak with a lawyer as soon as you can.
How WLT Law Firm Helps
We evaluate what happened, preserve the evidence, handle the EEOC and FCHR process, and negotiate or litigate for the full value of your claim — which can include back pay, reinstatement or front pay, emotional-distress damages, and, in some cases, punitive damages and attorney’s fees. Our goal is the best possible outcome for every client we represent. The consultation is free and confidential.
Frequently Asked Questions
Can my employer fire me just for being pregnant?
No. Firing you because of pregnancy, childbirth, or a related medical condition is unlawful for covered employers. If that was the real reason, you likely have a claim.
Does my employer have to accommodate my pregnancy?
In most cases, yes. Under the PWFA, a covered employer must provide a reasonable accommodation for a known pregnancy-related limitation unless it causes significant difficulty or expense.
Can my employer force me to take leave?
Not if there is another reasonable accommodation that would let you keep working. Being pushed onto leave when you could have kept working with a small change may itself be a violation.
What if my employer is small?
The federal laws and the Florida Civil Rights Act generally apply to employers with 15 or more employees. If your employer is smaller, other options may still exist — it is worth asking a lawyer about your specific situation.
How long do I have to act?
Generally 300 days to file with the EEOC or 365 days with the FCHR, and 90 days after a right-to-sue notice. Deadlines are strict, so do not wait.
Talk to a Fort Lauderdale Pregnancy Discrimination Lawyer
If you were treated unfairly because of your pregnancy, contact WLT Law Firm for a free, confidential consultation. Call (954) 905-9863 or (866) 438-9254 (866-GET-WALI). You can also learn more about employment discrimination, workplace retaliation, and wrongful termination.
Written by Walwin Lee Taylor, Esq., Florida employment attorney — WLT Law Firm, Plantation & Fort Lauderdale.
This page is general information about Florida and federal employment law, not legal advice. Every situation is different — speak with a qualified attorney about your specific circumstances.