Telling your employer you are pregnant should be a moment of joy, not the start of a quiet campaign to push you out the door. Yet Texas workers describe the same patterns to us regularly: a once-supportive manager who turns cold, a denied request to sit on a stool, a write-up for something that was
You tell your employer you’re pregnant — and suddenly everything changes. You get passed over for a promotion you had been tracking for months. Your hours get cut. Your manager starts micromanaging your every move. Or worse, you get let go with a vague explanation that doesn’t quite add up.
If any of that sounds
Pregnancy should be a time of anticipation and preparation—not anxiety about whether your employer will treat you fairly. Yet, as plaintiff-side employment law attorneys, we routinely see workers pushed out, denied accommodations, or retaliated against simply because they are pregnant or have pregnancy-related conditions. Understanding your rights under federal and state law is essential to
Pregnancy discrimination remains one of the most persistent challenges in employment law. Despite decades of legal protections, thousands of employees still face adverse actions after announcing a pregnancy or requesting accommodations. Pregnancy discrimination occurs when an employer treats an employee or job applicant unfavorably because of pregnancy, childbirth, or related medical conditions.
This includes:
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In recent years, remote and hybrid work have become a normal part of many employees’ lives. For some, it has offered flexibility, improved health, and a better work-life balance. But along with this shift has come a dangerous myth — that workers lose legal protections once they are out of the physical office. As Texas
As Halloween approaches, most of us expect a few harmless scares — maybe a jumpy horror movie or a haunted house. But for employees, there are far scarier things lurking in the workplace than ghosts and goblins. We’re talking about employer mistakes that can lead to legal nightmares — wage theft, discrimination, retaliation, and more.
For a long time, there was a gray area under the Americans with Disabilities Act, the Pregnancy Discrimination Act, and relevant case law when it came to accommodating pregnancy in the workplace. Under the current laws, discriminating against employees for being pregnant is illegal, but the current law’s protections do
There is a general understanding that the law affords certain protections for pregnant people in the workplace. Most notably, the Pregnancy Discrimination Act prohibits discrimination in the workplace on the basis of pregnancy, childbirth, or related medical conditions. The Pregnancy Discrimination Act was passed in 1978 as an amendment to Title
“Chapter 21 prohibits employers from discriminating against employees “on the basis of pregnancy, childbirth, or a related medical condition.” Tex. Lab.Code Ann. § 21.106(a). Women who were pregnant at, or very near the time of, an adverse employment action are members of the protected class, as are women who were on maternity leave, or who
