A new role assignment during pregnancy can raise immediate questions about fairness, especially when you did not request the change.Recognizing when a reassignment becomes unlawful can help you understand what your options are when you need to file a complaint.
Protections under federal and state law
Federal law bars employers with 15 or more employees from treating you differently because of pregnancy, childbirth or related health conditions. This covers a wide range of decisions, including hiring, firing, pay and job duties.
Washington state builds on these protections by treating pregnancy as a protected class for employers with eight or more workers, while specific state accommodation mandates currently apply to businesses with 15 or more. State law also requires employers to provide similar adjustments for pregnancy-related health needs, unless doing so would place an undue burden on the business.
The line between reassignment and discrimination
Now, not every reassignment counts as discrimination. Employers have the right to make staffing changes for legitimate business reasons, and a role change on its own does not cross a legal line. The real question is whether pregnancy factored into the decision.
A reassignment can become unlawful when it results in lower pay, fewer duties or reduced opportunities for advancement, even if no one calls it a demotion. When those changes closely follow a pregnancy announcement and the employer cannot offer a clear, neutral explanation, the timing alone may raise serious questions.
Common red flags of retaliation
Some warning signs that retaliation may be at play include:
- A sudden negative performance review shortly after you questioned the reassignment
- Exclusion from meetings or projects you previously handled
- Reduced hours or schedule changes that conflict with prenatal appointments
- Hostile or dismissive behavior from management
Tracking these sudden shifts in your daily work environment creates the concrete timeline necessary to effectively challenge unlawful retaliation.
Your options for a formal complaint
If you believe pregnancy motivated your reassignment, you can file a discrimination charge with either of two agencies. The Equal Employment Opportunity Commission (EEOC) handles federal claims and gives Washington residents 300 days from the alleged act to file. The Washington State Human Rights Commission investigates state-level claims but works on a shorter, six-month deadline.
Both agencies have a work-sharing agreement that allows cross-filing in many situations, so filing with one does not necessarily cut off your options with the other. If you want to pursue a case in federal court, you typically need a “Notice of Right to Sue” letter from the EEOC, which you can request after 180 days from the date of your filing. Once that letter arrives, you have 90 days to submit your lawsuit.