Employers are not allowed to discriminate against employees who have become pregnant. If an employee reports that she is pregnant to her boss, and he immediately fires her as a result, it is a wrongful termination.
That said, certain jobs do require physical labor. Many jobs will ask applicants if they can comfortably lift 40 pounds, for instance.
So what happens if a person is having trouble doing their job effectively because they are pregnant? Maybe they can no longer make the same lifts or perform all the same physical activities. What should an employer do?
Making reasonable accommodations
In this situation, employers are obligated to make reasonable accommodations when possible. This could include giving the person extra breaks, changing their duties and responsibilities, or even eliminating some marginal job functions entirely.
For instance, the employee who is pregnant may be given shifts where they have to work at a desk and answer phones, while other employees are shifted over to cover their physical responsibilities and perform manual labor. After all, pregnancy only lasts for nine months. It may be easily possible for the employer to make changes so that the workplace functions smoothly for a few months, and the employee can resume their normal physical activities when they return from maternity leave.
This is not the only way that reasonable accommodations apply. Another example could be scheduling changes so that the pregnant employee can go to necessary medical appointments.
Your options and rights
If your employer wrongfully terminates you from your position or refuses to make reasonable accommodations, it is crucial that you know exactly what legal options you have.