In 2014, New Jersey enacted the Pregnant Workers Fairness Act. That law expanded anti-discrimination protections for women who are pregnant, may become pregnant, or have a pregnancy-related medical condition. The law recognized that women who have recently added to their families or are seeking to add to their families are a particularly vulnerable group in the workplace when it comes to discrimination. The law’s protections include not just pregnancy but also pregnancy-related medical conditions. Thus, if you have been fired from your job because of a medical condition tied to pregnancy, you should reach out promptly to an experienced New Jersey pregnancy discrimination attorney, since you may have a discrimination case against your employer.
If you are familiar at all with the laws prohibiting discrimination based on pregnancy, you probably can identify certain types of employment actions that are wrongful. Certainly, proof of an employer’s firing a satisfactory employee almost immediately after she discloses her pregnancy will be suspicious. Evidence of an employer’s refusal to hire a woman because she disclosed that she was trying to become pregnant or was contemplating growing her family could also give that woman a possible discrimination case.
However, what about actions that are less blatant? For example, many women suffer varying degrees of medical problems that are inherently connected to their pregnancies. These might include severe and debilitating nausea, preeclampsia, and gestational diabetes during the pregnancy and post-partum depression after giving birth. There are also many women who experience “high-risk” pregnancies either because they are carrying multiple babies or because they have pre-existing medical issues that make their pregnancies more complicated than those of other women.