It’s possible to continue working when you are pregnant. The Civil Rights Department in California considers pregnancy as a disability. Thus, employees should create a workplace that accommodates those who are pregnant. Failure to do so may constitute employment discrimination.
Below are four pregnancy accommodations employers should provide.
Frequent or extended restroom breaks
Employees who are pregnant should be allowed to have frequent and extended restroom breaks, especially in the later months of pregnancy. Asking a pregnant employee to reduce bathroom breaks or interrupting their break periods may be discriminative.
Flexible work schedule
Pregnant employees need to attend doctors’ appointments. Thus, an employer should have a flexible work schedule that allows them to go to their appointments. For example, they can move the employees’ calls or meetings to when they will be back in the office.
Preventing an employee from going to the doctor or calling them now and then to return to the office may be unlawful.
Reasonable maternity leave
An employer should provide employees with a reasonable number of days for pregnancy, childbirth and child bonding reasons. And they should be paid during this time off according to the company’s policies. Employers who fail to provide this accommodation or at least a fair one can be discriminative.
Not demoting or terminating them
An employer may demote an employee because of their pregnancy, stating that they can’t handle their usual tasks. This can be discriminative, especially if the employee didn’t request the reduction of duties based on their doctor’s guidance. Some employers will even go to the extent of terminating a pregnant employee.
If your employer fails to provide pregnancy accommodations, you may have been discriminated against. Thus, you should learn more about your case to protect your rights.