Pregnancy changes more than your schedule — it can change what you need at work. You have rights that protect you from discrimination and give you options for leave and accommodations. Knowing the basic rules helps you ask for what you need and keeps your job secure while you focus on your health.
Federal laws like the Pregnancy Discrimination Act say employers can’t treat you worse just because you’re pregnant. If your pregnancy causes a medical condition, the Americans with Disabilities Act (ADA) can require reasonable accommodations. For job-protected leave, the Family and Medical Leave Act (FMLA) can provide up to 12 weeks of unpaid leave if you meet the eligibility rules — typically 12 months on the job and about 1,250 hours worked, and your employer usually needs to have 50+ employees. State laws might give more rights, so check local rules too.
Examples of reasonable accommodations include more frequent breaks, a temporary change in duties, a stool to sit on, or a modified schedule. Short-term disability insurance or state paid family leave programs can offer pay while you’re out. These benefits differ by employer and state, so find out what your company offers.
Start by telling your employer or HR that you’re pregnant and what might help. You don’t need to give every detail, but a short written note helps create a record. Ask your doctor for a brief note that explains any needed restrictions or dates for leave. Keep copies of emails, notes, and any medical paperwork.
Be specific when you request help. Instead of saying “I need something,” say “I need a chair and two extra five-minute breaks each shift.” Small, clear requests are easier for managers to approve. If your job has safety concerns, ask about temporary reassignment or light-duty options.
If your employer denies a reasonable accommodation or retaliates after you request leave, document what happened: who said what, when, and any witnesses. Contact your HR department first. If the issue isn’t resolved, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state labor office. Legal clinics and employment lawyers can also help if you need formal action.
Remember that timelines and coverage vary. FMLA won’t apply to every workplace, and paid leave rules differ by state. Ask HR for written policies, check your employee handbook, and look up your state’s labor website for specific programs like paid family leave or short-term disability.
Pregnancy at work shouldn’t be a fight. Clear requests, good records, and knowing the basic federal and state rules give you the best chance to stay healthy and keep your job. If something feels wrong, reach out to HR, a local labor agency, or a legal adviser so you can get help fast.
