Will the Pregnant Fairness Workers Act Be Enough?

Having a child is supposed to be a joyous event, but if a soon-to-be mother is being discriminated against on the basis of her pregnancy, it may be more terrifying than it is happy. There are many different forms of pregnancy discrimination, all of which can stress a woman who is soon expected to provide for another person.

One of the more underhanded forms of discrimination is not promoting or hiring a woman simply based on her pregnancy. Of course, employers may try to reason that it doesn't make financial sense to move a pregnant woman into a new position because she will just be taking time off after the birth of her child, but there are federal laws that protect against this kind of behavior. It may not always be readily apparent, however, that a woman has been discriminated against on the basis of her pregnancy, which is why an experienced employment law attorney is an important resource. An attorney can look into the case and provide some guidance on whether to file a workplace discrimination lawsuit.

Hiring and promotions are just a small subset of pregnancy discrimination cases that are prohibited under federal employment law. There are many others, but many employees are concerned that current legislation doesn't go far enough to protect their rights. And with a 71 percent increase in pregnancy discrimination cases filed with the Equal Employment Opportunity Commission, it is time to consider some alternatives.

There is a bill that is currently being debated in the House that should better protect pregnant women from workplace discrimination. The Pregnant Fairness Workers Act faces an uphill battle, however, as some members of Congress believe the bill is too much of a burden on employers. Even if it passes, it remains to be seen if the bill will actually do enough to stop employers from discriminating against their pregnant employees.