Can Your Employer Fire You for Being Pregnant? What the Law Says

Pregnancy should be a time of preparation and excitement—not fear about losing your job. Yet many employees still worry that announcing a pregnancy could put their employment at risk. So, can your employer legally fire you for being pregnant? In most cases, the answer is no. Both federal and state laws are designed to protect pregnant employees from discrimination and unfair treatment.

Under federal law, the Pregnancy Discrimination Act (PDA) makes it illegal for employers with 15 or more employees to fire, demote, or otherwise mistreat a worker because of pregnancy, childbirth, or related medical conditions. Pregnancy is treated as a protected condition, meaning your employer must treat you the same way they would treat any other employee who has a temporary medical condition.

This protection applies not only to firing but also to hiring decisions, promotions, job assignments, pay, and benefits. If an employer would not terminate a non-pregnant employee for a similar limitation or absence, they generally cannot do so simply because you are pregnant.

In addition, the Americans with Disabilities Act (ADA) and newer pregnancy accommodation laws may require employers to provide reasonable accommodations. These can include modified duties, more frequent breaks, seating, or temporary schedule adjustments. If your employer offers accommodations to other employees with medical needs but refuses to offer them to you during pregnancy, that may be considered unlawful discrimination.

That said, pregnancy does not give absolute immunity from termination. An employer can still fire a pregnant employee for legitimate, non-discriminatory reasons, such as documented poor performance, company-wide layoffs, or misconduct—as long as pregnancy played no role in the decision. The key legal question is whether the termination would have happened regardless of the pregnancy.

Retaliation is another important issue. If you request pregnancy accommodations, take protected medical leave, or file a complaint about discrimination, your employer cannot punish you for doing so. Firing, cutting hours, or creating a hostile work environment after you assert your rights can itself be illegal, even if the employer claims another reason.

Many pregnancy discrimination cases come down to timing and evidence. Sudden negative performance reviews, disciplinary action that begins after a pregnancy announcement, or inconsistent enforcement of workplace rules can all be warning signs. Keeping written records, emails, and timelines can be critical if a dispute arises.

If you believe your termination—or any negative treatment at work—was related to pregnancy, speaking with a qualified pregnancy discrimination attorney can help you understand your rights and options. An experienced attorney can evaluate whether your employer’s actions violated the law and advise you on possible next steps, including filing a legal claim.

Ultimately, the law is clear: pregnancy alone is not a valid reason to lose your job. If your employer crossed that line, you may have legal protections worth enforcing.