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New Jersey employees are protected from discrimination based on pregnancy, childbirth, and related medical conditions under the New Jersey Law Against Discrimination, and where applicable, federal law. Despite these protections, pregnant workers in Gloucester County continue to face reduced hours, denied accommodations, demotions, and termination shortly after disclosing a pregnancy to their employer. Pregnancy discrimination falls under the firm’s broader employment discrimination practice, which protects Gloucester County workers from unlawful workplace treatment.
These cases can be difficult to prove without a clear understanding of the applicable law, which is why many employees benefit from having legal guidance early in the process. Puff Sierzega & MacFeeters represents employees pursuing accountability through our employment discrimination practice when this treatment violates the law.
What May Be Considered Pregnancy Discrimination?
Pregnancy discrimination can take several forms, and it is not always obvious at first. Warning signs include:
- Reduced hours or a schedule change shortly after a pregnancy is disclosed
- Removal from projects or responsibilities without a stated business reason
- Refusal to provide a reasonable accommodation, such as modified duties or additional breaks
- Termination or demotion follows closely behind a pregnancy announcement
- Statements suggesting a pregnant employee is less reliable or less committed to the role
A single incident does not always indicate discrimination, but a pattern connecting these actions to a pregnancy is often what supports a legal claim. Employers generally cannot treat pregnancy as a reason to limit an employee’s responsibilities, pay, or standing within the company.
Reasonable Accommodation Requirements
Under the Pregnant Workers Fairness Act, employers with 15 or more employees generally must provide reasonable accommodations for limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create a significant hardship for the business. Accommodations can include a modified schedule, additional breaks, temporary reassignment of certain duties, or approved leave for recovery.
New Jersey law extends similar protections through the New Jersey Law Against Discrimination, which applies without the federal law’s 15-employee threshold, meaning most Gloucester County employers are covered regardless of size.
When an employer denies a reasonable request without justification, or retaliates against an employee for making one, that conduct can support a claim. Employees are also protected from retaliation for raising a concern about how a request was handled, which means an employer cannot punish a worker simply for asking.
How Puff Law Can Help
Employees who believe they have experienced pregnancy discrimination are often uncertain what evidence is relevant or how to raise concerns without jeopardizing their position further. Our attorneys review each case’s circumstances, identify which state and federal protections apply, and pursue the remedies available under the law. We work to build a clear record connecting the employer’s conduct to the pregnancy, which is often the deciding factor in these cases. This can include gathering documentation such as performance reviews, scheduling records, and any written communication about the pregnancy or requested accommodation.
Contact a Gloucester County Pregnancy Discrimination Attorney
If you believe you have experienced pregnancy discrimination in the workplace, Puff Sierzega & MacFeeters are ready to discuss your situation. Call 856-845-0011 or contact us online to discuss your situation and learn whether you have a basis for legal relief.