Pregnancy Discrimination Lawyers in Raleigh, NC
Pregnancy should never jeopardize your livelihood, career trajectory, or financial stability. Yet many employees experience adverse treatment after announcing a pregnancy, requesting medical leave, or returning to work following childbirth.
Pregnancy discrimination can take many forms; in some cases, employers subtly push pregnant employees out by reassigning duties, excluding them from opportunities, or creating intolerable working conditions.
At The Noble Law Firm, we advocate for employees throughout the Triangle Region whose workplace rights have been violated. Our team develops a strategic plan tailored to your goals, whether that involves negotiating a resolution, pursuing internal remedies, filing an administrative charge, or litigating the matter in court.
Led by Laura Noble, who is Board Certified in Employment Law, our firm has gained prominence in employment law litigation through our recognized advocacy and results.
Call (919) 324-3013 or reach us online for a free initial in-person or virtual consultation with a Raleigh pregnancy discrimination attorney.
Our Advocacy in Pregnancy Discrimination Cases
We approach pregnancy discrimination claims with a strategic, evidence-driven process. We begin with a thorough case evaluation, reviewing performance history, employer communications, policies, and the timing of adverse actions to determine whether the law has been violated and to identify the strongest legal leverage points.
We then advise you on the most effective path forward, whether that involves negotiating reasonable accommodations, addressing retaliation, pursuing severance, filing an administrative charge, or preparing for litigation. Our attorneys handle agency filings with precision and, when necessary, build well-documented cases designed to withstand scrutiny in court.
Throughout the matter, we focus on protecting your financial security, professional reputation, and long-term career mobility. Our objective is not only to pursue appropriate legal remedies but to help you move forward with confidence.
What Is Considered Pregnancy Discrimination?
The Pregnancy Discrimination Act (PDA) prohibits discrimination in the workplace based on pregnancy, childbirth, or conditions related to pregnancy. Since its passage, more women have been able to continue working while pregnant and receive temporary accommodations.
Pregnancy discrimination can take many forms. It can include an employer’s refusal to grant temporary accommodation, such as not lifting heavy boxes or working with toxic chemicals. Race, ethnicity, and economic status can also influence how employers treat mothers and pregnant women.
Pregnancy discrimination in the workplace can include:
- Being sidelined from important projects
- Excluded from key travel events
- Delays in promotions or raises
- Condescending attitudes or invasion of personal space
- Unwanted reduced hours or responsibilities
- Reassignment of position or even termination
- Denial of promotion
- Pay inequity
- Retaliation for asserting legal rights
The PDA requires that employers treat expecting workers the same as any other worker receiving accommodations for health-related reasons. Whether it’s assistance with physically demanding tasks or getting more frequent breaks, these minor adjustments are designed to allow pregnant employees to continue their duties without jeopardizing their own welfare or that of their baby.
Additional Legal Rights for Pregnant Workers
In addition to the PDA, pregnant workers may also have additional rights under the Family and Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA). For example, nursing mothers may have the right to express breast milk in the workplace under the FLSA. This includes break time for that purpose. You can also use FMLA leave during pregnancy.
If your employer provides health insurance, it must cover expenses related to pregnancy in the same way that it does other medical conditions. A larger deductible cannot be imposed for pregnancy-related health expenses.
Temporary Disability
If you are unable to perform your job due to a medical condition related to pregnancy or childbirth, your employer must treat you the same way they would treat any other temporarily disabled employee. That includes accommodations such as light duty, alternative assignments, disability leave, or unpaid leave. If you need to take leave because of a temporary disability, your employer cannot fire you.
The Pregnant Workers Fairness Act
The Pregnant Workers Fairness Act (PWFA) protects workers’ rights to “reasonable accommodation” for challenges related to pregnancy and nursing.
Such accommodations might include:
- Leave
- Work from home arrangements
- Permission to eat at work
- Access to lactation spaces
- Changes in duties to avoid physical exertion or toxic chemical exposure
- Any other measures that help affected workers without overly burdening employers
The PWFA also prohibits covered employers from retaliating against employees who request and receive accommodations thereunder. This law went into effect on June 27, 2023, and applies to employers with 15 or more employees.
The PFWA requires employers to provide reasonable accommodations for employees with known limitations due to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant employer difficulty or expense, referred to as “undue hardship.”
Before the PWFA, pregnant workers often had to seek legal recourse by proving discrimination using broader laws like the Pregnancy Discrimination Act (PDA) or the Americans with Disabilities Act (ADA), which did not always guarantee accommodations.
The PWFA fills the gap between discrimination and indifference by proactively requiring employers to engage in an “interactive process” and tailor accommodations to the employee’s needs.
The interactive process requirement obligates employers to respond to accommodation requests promptly and have meaningful discussions with you about what steps could be taken to reduce the risks and burdens of employment on childbearing.
Examples of possible reasonable accommodations under the PWFA include:
- Allowing additional restroom or hydration breaks
- Providing a stool or chair for sitting during duties that typically require standing
- Modifying work schedules or providing flexible hours
- Permitting lighter duty or temporary reassignment of hazardous tasks
- Allowing remote work or telecommuting where feasible
- Granting time off for prenatal appointments or recovery from childbirth
- Adjusting uniforms or dress codes to accommodate medical needs related to pregnancy, such as mobility limitations, or the need for more breathable or supportive clothing
Consult a Raleigh Pregnancy Discrimination Lawyer Today
Navigating pregnancy challenges at work can be complex and stressful. Our experienced employment attorneys provide personalized legal guidance to protect your rights and make your voice heard. We have resolved thousands of employment law cases since our inception, earning the trust of clients and recognition by our peers.
Call (919) 324-3013 or contact us online for a free case evaluation about your workplace pregnancy concerns today.
Innovating the Client’s Journey
Read Our Client Testimonials
The Noble Law is proudly home to award-winning attorneys with up to 20 years of diverse legal experience. Our attorneys solely focus on workplace matters and carry comprehensive knowledge of employment-related legislation.
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“I worked with Heather on what I would consider a difficult case and she was nothing short of amazing. She communicated well, very prompt and compassionate. She is so detail oriented that she realized some nuances that I hadn't even thought of. She also took the time to explain things to me so that I could make the best decision, without making me feel stupid. Her entire team was very supportive. Above and beyond is an understatement, and I would recommend her to anyone!”- Stacey C.
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“I recently retained the Noble Law Firm for a labor-related employment issue. I initially had an hour consultation with Ms. Noble. I found that the conversation changed my opinion of working with law firms. Laura was very understanding and accommodating of a sensitive issue. Because of the level or size of my case, I was referred to a Ph.D., JD attorney outside of the Noble Law Firm who handled my case successfully. Ultimately, we were able to win an individual case against a former high-end employer. There was a significant amount of needed follow-up. Ms. Noble's firm was very responsive and professional. I am more than pleased with working with them and would highly recommend them for any related issues.”- Joseph D.
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“Victoria Kepes is an outstanding attorney. I feel fortunate to have gotten the opportunity to know her. She is a clear and organized communicator. I was impressed that she always remembered small details from my case even though I know she is otherwise busy. She is kind and empathetic. The tone she took with the opposing party was always appropriate, slowly scaling up in more assertive language. I felt well-represented and that she was always looking out for my best interest.”- Lynn F.
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“I was fortunate to have found the Noble Law firm. They are very knowledgeable and are strong advocates for their clients. Katie worked hard for me and I never doubted she had my best interests at heart. The successful outcome is testimony to the hard work and diligence of everyone at the firm. If you think you may need an employment lawyer, don't hesitate to call. It was the best decision I ever made.”- Wendy H.
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“I needed some help with a separation agreement after my company was acquired by private equity and my position was terminated. I was clueless as to how to proceed. My fund manager recommended the Noble Law firm and Victoria was assigned to my case. In short, Victoria was exactly what I needed! She carefully read all of the documents and made recommendations accordingly. When it came time to meet with the the companies attorneys, something I was very uncomfortable with, Victoria assured me that henceforth, she would represent me and that there would be no need to participate in future interactions. Thereafter, she basically did everything I needed based on an amalgamation of her recommendations and my preferences. In the end, I got exactly what I wanted!”- Rendon N.
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“I was lost and didn’t know what to do next or what to do next. A huge THANK YOU to Alex Kelly at The Noble Law Firm. Your free advice and breakdown of what I needed to do was priceless. You even took time out of your busy schedule to answer my questions. May God continue to bless you and give you the desire of your heart! Your time and information you gave me was truly priceless. Alex Kelly at The Noble Law Firm gave back to the community.- Kieona M.
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“Victoria and her team were awesome to work with and very professional. Victoria was always very upfront and honest giving me all realistic options. My calls and emails were returned promptly. I am satisfied with the results we achieved. They assisted me through a very difficult time with care and compassion. Thank you Victoria and team.- Lisa C.
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“From start to finish the Noble Law team made me feel like I wasn’t just another case. As a client they wrapped me up and covered all aspects of my case with precision and professionalism. Behind the scenes support staff is on it and in the front lines Victoria worked to bring justice to my claims as if they were her own. Choose them!- Martiza R.
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“Laura took me on at the last minute. I appreciated it! She was very professional, and I was happy with the outcome. She is very smart and very kind.”- G.K.
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