Pregnant workers are protected under both state and federal law when facing unfair treatment in the workplace. In Atlantic City, NJ, employees have the right to work free from discrimination related to pregnancy, childbirth, or associated medical conditions.
Legal Duties Employers Must Follow
Employers in Atlantic City are required to comply with the Pregnancy Discrimination Act (PDA), the Family and Medical Leave Act (FMLA), and the New Jersey Law Against Discrimination (LAD). Key obligations include:
- No Discrimination Based on Pregnancy: Firing, cutting hours, or denying assignments due to pregnancy violates the law.
- Equal Treatment in Hiring: Employers cannot reject a job applicant solely because she is pregnant or may become pregnant.
- Reasonable Accommodation: If temporary accommodations are given to employees with similar work restrictions (e.g., lifting restrictions or limited schedules), the same must be offered to pregnant employees.
- Job Protection After Leave: When maternity leave ends, the employee must be reinstated to her original role or one that is substantially equal in pay, status, and responsibilities.
- Voluntary Leave Only: A pregnant employee cannot be forced onto medical leave if she is able and willing to perform her job.
- Protection for Medical Appointments: Taking time off for prenatal visits must be treated like any other medically necessary absence.
- No Retaliation: Workers who request accommodations or assert their rights are protected from retaliation, such as reduced hours, demotion, or termination.
Examples of Pregnancy Discrimination
Employees in Atlantic City may have a legal claim if they experience any of the following:
- A job offer is withdrawn after revealing pregnancy.
- The employer refuses to provide modified job duties even when medically necessary.
- The employee is placed on leave involuntarily despite being medically cleared to work.
- Raises, promotions, or training opportunities are withheld because of pregnancy.
- The worker is fired after notifying the employer about a pregnancy or requesting leave.
If any of these situations apply, speaking with an employment attorney can help clarify your options and protect your rights under both New Jersey and federal law.
Legal protections are available for employees in Atlantic City, NJ, who experience pregnancy-related discrimination at work. If your employer has taken adverse action based on pregnancy or related conditions, you may be entitled to back pay, reinstatement, compensation for emotional distress, or other remedies. Acting quickly can strengthen your case and help stop further violations.
Pregnancy Complications and Disability Protections
While pregnancy itself is not considered a disability under federal law, pregnancy-related medical conditions—such as preeclampsia, gestational diabetes, or other complications—can qualify as temporary disabilities under the Americans with Disabilities Act (ADA). When covered, employers must:
- Engage in an interactive process to assess accommodation needs.
- Offer reasonable accommodations such as reassignment of non-essential duties, flexible schedules, extra rest breaks, or temporary job modifications.
Employers in Atlantic City must treat pregnancy-related conditions the same as other temporary medical conditions. If similar accommodations are extended to other workers, pregnant employees must receive equivalent support. Failure to comply with this standard may constitute illegal discrimination under both federal and New Jersey law.
Pregnant employees in Atlantic City, NJ, are protected from being forced onto leave if they can still perform their essential job duties. Employers must follow consistent and lawful return-to-work procedures, including:
- No Forced Leave: Employers cannot require a pregnant employee to take leave unless medically necessary. Decisions must be based on the employee’s ability to work, not assumptions about pregnancy.
- Consistent Documentation Policies: If medical clearance is required to return after leave, that requirement must apply equally to all employees—not just those who are pregnant.
- Guaranteed Reinstatement: After taking approved leave—including under the Family and Medical Leave Act (FMLA)—employees must be reinstated to the same job or a position with equivalent pay, benefits, and responsibilities.
These obligations apply to both public and private employers under federal law and the New Jersey Law Against Discrimination (LAD).
Legal Help for Pregnancy Discrimination in Atlantic City
If you’ve been forced onto leave, denied job accommodations, demoted, or terminated due to pregnancy or a related condition, you may have a valid legal claim. NJ Employment Lawyers, LLC represents clients in Atlantic City who face workplace discrimination tied to pregnancy.
We handle cases involving the Pregnancy Discrimination Act, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and New Jersey’s LAD. Our attorneys develop focused legal strategies, negotiate with employers, and pursue litigation when necessary to enforce your rights.
To schedule a confidential consultation, contact NJ Employment Lawyers, LLC.