While You’re Pregnant
Staying healthy at work while you are pregnant is sometimes challenging: you may be dealing with morning sickness, back pain, or doctor’s appointments every few weeks. U.S., Maryland, and local laws can help you stay healthy at work, give you time off when you need it, and protect you from pregnancy discrimination.
- The Pregnancy Discrimination Act makes it illegal for any employer in the U.S. with 15 or more workers to treat employees unfairly because they are pregnant. That means:
- Your boss can’t fire you or cut your hours when she finds out that you’re pregnant—you have the right to keep working as long as you can still do your job. You also have the right to be free from harassment at work because you are pregnant.
- You cannot be asked about your pregnancy or plans to have children in a job interview.
- Your employer can’t treat you differently from other workers just because you are pregnant. The Supreme Court just decided a case where they clarified what this means. The Court said that employers may not put a “significant burden” on pregnant employees. How do you know what’s a significant burden? Start looking around at how your employer treats other non-pregnant employees who have needed an accommodation at work. For example, does your employer have a policy of giving light duty only to those with on-the-job injuries? Or did they have no problem helping out folks with non-pregnancy related disabilities, but sent all the pregnant women out onto unpaid leave? If so, this could be evidence of pregnancy discrimination. Since we are still waiting for further clarification of how this standard works, it’s best to collect all the evidence you can (policies, employee handbooks or manuals, digging around to find out how others have been treated) and to discuss your particular situation with an attorney.
- Maryland’s Employment Anti-Discrimination Law also bans sex discrimination, which probably includes pregnancy discrimination, and covers employers with 15 or more employees. Under Maryland law, your employer has to treat pregnancy like any other temporary disability with regard to leave and other policies.
If you need changes at work to stay healthy on the job, the laws below can help. In addition, click the green button to learn how to talk with your boss about your pregnancy and request an accommodation if you need one.
- Maryland’s Employment Anti-Discrimination Law bans disability discrimination, and covers employers with 15 or more employees. Your employer must reasonably accommodate needs you have related to your pregnancy—like a need for additional bathroom breaks—under a new Maryland Pregnancy Accommodation law.
- You are covered if your workplace has 15 or more employees.
- Your employer does not have to provide you with an accommodation that would be really difficult or expensive. She must explore with you all possible means of providing the reasonable accommodation, including changing your job duties or work hours, relocating your work area, providing mechanical or electrical aids, transferring you to a less strenuous or less hazardous position while you are pregnant, or providing leave.
- The Maryland Commission on Civil Rights clarified that this law applies not only to pregnancy-related disabilities, but to all pregnant employees.
- For more information, click here.
- If you are not covered by Maryland’s pregnancy accommodations law (for example, if you work out of state), there is another national law that may help you. The Americans with Disabilities Act makes it illegal for employers in the U.S. with 15 or more employees to discriminate against disabled workers. Some pregnancy-related conditions, such as preeclampsia or gestational diabetes, are considered disabilities under the law. This means:
- Your boss cannot fire you, refuse to give you a promotion, or harass you because you have a pregnancy-related disability.
- If you have a pregnancy-related disability, your boss cannot refuse to give you small changes at work that you need to stay healthy, like breaks to take medication, temporary relief from heavy lifting, or a stool to sit on during your shift. These changes are called “reasonable accommodations” and are available as long as you can still complete the basic duties of your job with those changes. Your boss does not have to give you an accommodation that would be very difficult or expensive, like building a whole new office.
- Although pregnancy, by itself, is not considered a “disability,” some conditions of pregnancy may be disabilities so check with a lawyer to see whether you have a right to an accommodation at work.
- If you are covered by the Family and Medical Leave Act, you have the right to take time off during pregnancy without losing your job. See the “Leaving Work for Childbirth and Bonding” section under the next tab for more information.
- Maryland’s Pregnancy Accommodations Law (see above) may also give you the right to unpaid time off work as a “reasonable accommodation.”
Leaving Work for Childbirth & Bonding
The U.S. is one of the only countries in the world with no law guaranteeing women the right to paid leave for childbirth. However, you may have the right to take unpaid leave for childbirth and return to your job.
Leave for Childbirth and Adoption
The law may protect your job while you are taking leave after childbirth or adoption.
- If you are covered, the Family and Medical Leave Act (FMLA) allows you to take up to 12 weeks of unpaid time off of work per year for a family health emergency or to take care of a new baby— without losing your job (or your health insurance, if you have it).
- Only about half of all private sector workers in the U.S. are covered by the law! You must 1) work for the government or a company with 50 or more employees within 75 miles of your worksite and 2) have worked with your employer for at least 1 year and 3) have worked at least 1,250 hours in the year before taking leave.
- If you are covered, you can use the 12 weeks to care for your own health (including pregnancy), to care for a new child after birth, adoption, or foster placement, or to care for a seriously ill family member. Remember that you only get 12 weeks a year in total—if you take time off before you give birth for your own health needs, you’ll have less time afterward to spend with your baby.
- Before giving birth, you may use your leave an hour or day at a time—such as by taking a day off per week to go to the doctor— rather than all at once. Your employer must approve, however, if you want to use leave time in smaller chunks to bond with your baby.
- While you are on leave, you have the right to keep your benefits. When you return to work, you have the right to return to the same or a similar job.
- If you are in the top 10% of highest-paid workers in your company, different rules apply.
- Maryland has a law that is very similar to the FMLA but covers workers at smaller businesses— the Maryland Parental Leave Act (MPLA). The law covers employees who have been with their employer for 12 months, have worked at least 1,250 hours with that employer in the past 12 months, and whose employer has between 15 and 49 employees in Maryland.
- If you are covered, you may take up to 6 weeks of unpaid, job-protected leave in a 12 month period to care for a new child, including an adopted child.
- Unlike the FMLA, you cannot use MPLA leave to recover from your own illness or pregnancy-related disability.
- If your boss treats workers who take time off for childbirth differently from workers who take time off for other medical treatments (for example, she gives most workers 2 weeks off for surgery but only 1 week for childbirth), this could be illegal under the national Pregnancy Discrimination Act and Maryland discrimination laws. Call A Better Balance if you think you are being treated unfairly.
Returning to Work: Recovery, Nursing, and Sick Time
When you return to work as a new parent, you may still need a few extra breaks to pump breastmilk or time off to care for your baby when he’s sick. There are a few laws that can help you get back to work safely and still care for your family.
Returning from Childbirth
- If you are disabled for a period of time after childbirth, the Americans with Disabilities Act and state disability laws, discussed in the “While You’re Pregnant” tab, may apply.
- If so, you may be able to get an accommodation at work, such as light duty, while you recover.
- Even if you are not disabled, Maryland’s pregnancy accommodations law, discussed in the “While You’re Pregnant” tab, may give you a right to accommodations while you recover from childbirth.
- The Affordable Care Act (“Obamacare”) gives some U.S. workers the right to take unpaid breaks at work to pump milk, and requires some employers to find a clean, private place that’s not a bathroom for employees to pump milk. This law only applies to workers and employers who are covered by the Fair Labor Standards Act (FLSA)— the law that sets minimum wage and overtime requirements.
- It may be illegal under the Pregnancy Discrimination Act for your boss to punish or discriminate against you because you are lactating.
- Under Maryland law, you have the right to Breastfeed Your Child in any public or private location.
- For more information about your nursing rights, click here.
Caring for Your Family: Family Illness and Caregiver Discrimination
As a new parent, you may face discrimination at work or have problems taking time off when you or your baby is sick. These laws can help you balance your job and caring for your family.
- If you are covered by the FMLA, you have the right to take time off to care for a seriously ill family member. See the “Leaving Work” tab for more information on this law.
- If you work in Maryland, and your employer has 15 or more employees you may be entitled to up to 40 hours of paid sick time per year. If you work for an employer with 14 or fewer employees, you may be entitled to 40 hours of unpaid, job-protected sick time per year. You can earn 1 hour of sick time for every 30 hours worked. This time can be used to care for your own or your family’s medical needs, including a routine annual check-up or for “safe time” purposes related to domestic violence, sexual assault, or stalking when you or your family member is the victim.
- For more information about the Maryland paid sick time law, click here.
- In addition to the state paid sick time law, if you work in Montgomery County and your employer has 5 or more employees, you may have the right to take up to 56 hours of paid sick time a year. If your employer has fewer than 5 employees, you may have the right to up to 32 hours of paid sick time and 24 hours of unpaid sick time a year. This time can be used to care for your own or your family’s medical needs, including a routine annual check-up. Workers earn 1 hour of sick time for every 30 hours worked.
- The paid sick time law can also be used for “safe time” purposes related to domestic violence, sexual assault, or stalking when the worker or worker’s family member is the victim.
- Family members covered by the law are: children; parents and legal guardians of the worker; spouses; grandparents; the spouse of a grandparent; grandchildren; siblings; and the spouse of a sibling.
- For more information about the Montgomery County paid sick time law, click here.
- If your workplace has 15 or more employees, you have the right under Maryland law to use your own paid time off to Care for Immediate Family Members who are ill.
- Some workers in Maryland are protected from Caregiver Discrimination. For example, the City of Cumberland has a law that bans caregiver discrimination. Click the link for a complete list of local caregiver discrimination laws in Maryland.
- If you left work to care for someone, you might still be eligible for Unemployment Insurance benefits under Maryland law. You need to show evidence of a health problem from a hospital or physician.
- The Americans with Disabilities Act also bans unfair treatment of workers based on their relationship with a disabled person. For example, your boss can’t cut your hours because he thinks you can’t work as hard because you have a child with asthma. However this law does not give relatives of a disabled person the right to accommodations, such as a schedule change, to help them provide care.