Pregnancy Discrimination
The New York City pregnancy discrimination attorneys of Risman & Risman, P.C. are experienced in protecting the rights of employees under federal, New York State, and New York City pregnancy discrimination laws.
Pregnant employees must be permitted to work as long as they can perform their job duties. An employer may not impose a mandatory waiting period before returning to work after childbirth.
Conditions such as severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, and other pregnancy-related medical conditions are covered under the law.
Leave Protections
Family and Medical Leave Act (FMLA)
Up to 12 weeks of unpaid, job-protected leave for eligible employees.
New York Paid Family Leave (NY PFL)
Paid, job-protected leave to bond with a new child.
These leave protections are in addition to anti-discrimination laws.
Reasonable Accommodations
The New York City Pregnant Workers Fairness Act requires employers to provide reasonable accommodations for pregnant employees and those with pregnancy-related medical conditions, unless doing so would cause undue hardship.
Examples of reasonable accommodations include:
- Modified work schedules
- Additional breaks
- Assistance with manual labor
- Temporary transfers
- Seating adjustments
Examples of Pregnancy Discrimination
- Being denied a job because you are pregnant, perceived to be pregnant, or told to reapply after you have given birth.
- Being denied the same or a comparable position after returning from pregnancy-related leave.
- Being fired, demoted, or stripped of responsibilities immediately after disclosing your pregnancy, even though you are still able to work.
- Being denied reasonable accommodations such as schedule changes, light duty, or rest breaks.
Contact A Seasoned &
Qualified Pregnancy Discrimination Attorney
Please feel free to call us at (212) 233-6400 or contact us online.