According to bipartisanpolicy.org, about one in five women fear telling their boss about their pregnancy. Many women have called out major corporations for their treatment of pregnant employees, including the wrongful termination of pregnant women.
If an employer fires an employee because of pregnancy, it violates federal and state laws.
Recognizing signs of wrongful termination
The Civil Rights Act of 1964 protects women from wrongful termination due to pregnancy. Wrongful termination may include sudden negative performance reviews, exclusion from meetings, changes in job duties or replacement with another employee less qualified. Most signs of pregnancy discrimination will occur following the pregnancy announcement.
Collecting evidence of discrimination
Collecting evidence is an important factor to proving your case. Collect emails, memos or any written communication that shows discrimination. Witness statements from coworkers who observed unfair treatment can also help the case. Likewise, keep records of performance reviews and job duties before and after the pregnancy announcement to show discriminatory behavior.
Demonstrating a link between pregnancy and termination
To demonstrate a link means that you need to show the pattern of discrimination that led to termination. Timing can typically reveal a link between the pregnancy and the firing. For example, if you announce your pregnancy or if you have a child and shortly after you find yourself terminated for no reason, it is likely connected.
When you suspect pregnancy discrimination or wrongful termination, report it to the authorities as soon as possible. If the authorities rule that your employer discriminated against you, you may be able to receive job reinstatement, compensation or back pay.
