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What to Do if You Were Fired for Being Pregnant in New York

If you believe you were fired for being pregnant in New York, begin by creating a clear timeline. Record when you disclosed your pregnancy, requested time off, asked for accommodations, and when discipline or termination occurred. Save emails, texts, schedules, performance reviews, policies, and the termination notice. Write down any comments about pregnancy, doctor visits, or childcare. Strong documentation helps connect the dots between your protected status and the employer’s actions.

Legal Rights in New York for Pregnant Workers

Federal, state, and city laws prohibit pregnancy discrimination and require reasonable accommodations.1

Under the federal accommodation rule for pregnant workers, covered employers must engage in a good-faith interactive process and provide reasonable accommodations for known limitations related to pregnancy and childbirth unless doing so would create an undue hardship.2

The New York State Human Rights Law independently bans discrimination and requires reasonable accommodations for pregnancy-related conditions. 3

Proving You Were Fired for Being Pregnant in New York

You do not need an outright admission. Focus on timing and consistency. A persuasive story shows that right after you shared your news or asked for help your schedule worsened, new write ups appeared, or your hours were cut. Keep evidence that similarly situated workers received leniency you were denied. Track any changing reasons your employer gives for the termination. The more specific your notes, the easier it is to show you were fired for being pregnant in New York rather than for performance.

Reasonable Accommodations and Your Job

Many disputes arise from simple changes an employer could have granted. Employers must consider reasonable accommodations through an interactive process unless there is undue hardship.4

Practical examples include short lifting limits, a stool for standing roles, water and restroom breaks, schedule flexibility for prenatal care, and brief recovery time. Put requests in writing and keep replies. If you want to cite a statute in your emails, you can reference the Pregnant Workers Fairness Act and refer to the New York State and City Human Rights Laws by name. If your employer refuses without exploring alternatives, that history can strengthen a claim that you were effectively pushed out or fired for being pregnant in New York.5

Where and How to File in New York

You can file a charge with the Equal Employment Opportunity Commission for federal claims. Most New York workers have 180–300 days from the discriminatory act, so act quickly.6

You can also file with the New York State Division of Human Rights, and workers in New York City may file with the NYC Commission on Human Rights.7

Agency intake can be done online or by phone. If your workplace has an internal complaint procedure, you can use it while still preserving your right to file with civil rights agencies. When meeting with an attorney or an investigator, bring your timeline, documents, and a concise explanation that you were fired for being pregnant in New York and denied reasonable accommodations.

Remedies Available When Fired for Being Pregnant in New York

Regarding remedies, federal courts and state or city agencies can award reinstatement or front pay, back pay, emotional distress damages, attorneys’ fees, and require policy changes and training; state proceedings can also order tailored corrective action to stop the discrimination and prevent it from recurring.8

These remedies exist to make you whole after you were fired for being pregnant in New York and to deter future violations.

Conclusion

If you were fired for being pregnant in New York, you do not have to accept the outcome. Federal and New York laws expect employers to treat pregnancy related needs like other temporary limitations and to consider reasonable accommodations before ending employment. With careful documentation, prompt filing, and clear requests grounded in the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act, the New York State Human Rights Law, and the New York City Human Rights Law, you have a credible path to relief.

Find a Pregnancy Discrimination Lawyer

If your timeline suggests you were fired for being pregnant in New York, speak with an employment attorney as soon as you can. A lawyer will match your facts to the right laws, calculate back pay and other damages, prepare filings before deadlines, and advocate for accommodations or a settlement that aligns with your goals.

Fill out the form below to be connected with a New York pregnancy discrimination lawyer.

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  1. “The terms ‘because of sex’ or “on the ‘basis of sex’ include, but are not limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions; and women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-­related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work, and nothing in section 2000e-2(h) of this title [section 703(h)] shall be interpreted to permit otherwise.” 42 U.S.C. § 2000e(k) ↩︎
  2. “It shall be an unlawful employment practice for a covered entity to— (1) not make reasonable accommodations to the known limitations related to the pregnancy, childbirth, or related medical conditions of a qualified employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity” 42 U.S. Code § 2000gg-1 (a) ↩︎
  3. “It shall be an unlawful discriminatory practice: (a) For an employer or licensing agency, because of an individual’s age, race, creed, color, national origin, citizenship or immigration status, sexual orientation, gender identity or expression, military status, sex, disability, predisposing genetic characteristics, familial status, marital status, or status as a victim of domestic violence, to refuse to hire or employ or to bar or to discharge from employment such individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment.” New York State Human Rights Law § 296(1)(a)* ↩︎
  4. “The term ‘reasonable accommodation’ means actions taken which permit an employee, prospective employee or member with a disability, or a pregnancy-related condition, to perform in a reasonable manner the activities involved in the job or occupation sought or held and include, but are not limited to, provision of an accessible worksite, acquisition or modification of equipment, support services for persons with impaired hearing or vision, job restructuring and modified work schedules; provided, however, that such actions do not impose an undue hardship on the business, program or enterprise of the entity from which action is requested.” N.Y. Exec. Law § 292(21-e) ↩︎
  5. Pregnant Workers Fairness Act, 42 U.S.C. § 2000gg-1(a) ↩︎
  6. “A charge . . . shall be filed within one hundred and eighty days . . . except that . . . where the person aggrieved has initially instituted proceedings with a State or local agency . . . such charge shall be filed . . . within three hundred days after the alleged unlawful employment practice occurred . . . .” 42 U.S.C. § 2000e-5(e)(1) ↩︎
  7. “Any person aggrieved by an unlawful discriminatory practice or an act of discriminatory harassment or violence as set forth in chapter 6 of this title, or such person’s attorney, may make, sign and file with the commission a verified complaint in writing which shall: (i) state the name of the person alleged to have committed the unlawful discriminatory practice or act of discriminatory harassment or violence complained of, and the address of such person if known; (ii) set forth the particulars of the alleged unlawful discriminatory practice or act of discriminatory harassment or violence; and (iii) contain such other information as may be required by the commission.” NYC Commission on Human Rights § 8-109 (a) ↩︎
  8. “The commissioner shall issue . . . an order . . . including such of the following provisions . . . as will effectuate the purposes of this article: (i) requiring the respondent to cease and desist; (ii) requiring affirmative action, including reinstatement with or without back pay; (iii) awarding of compensatory damages; (iv) awarding of punitive damages; . . . (vi) assessing civil fines and penalties; (vii) requiring a report of the manner of compliance.” N.Y. Exec. Law § 297(4)(c)”

    42 U.S.C. § 2000e-5(g)(1) (equitable relief including reinstatement and back pay) ↩︎