Your employer found out you're pregnant, and suddenly everything changed. The promotion you were promised went to someone else. Your schedule got rearranged without explanation. The comments in meetings became pointed, the feedback turned critical, and now you're wondering whether your job is even safe.
At Greenberg Gross LLP, our Philadelphia pregnancy discrimination lawyer understands how disorienting and painful it feels when the workplace you trusted turns against you during one of the most important chapters of your life.
Our trial-tested Philadelphia employment attorneys fight for pregnant workers across Philadelphia who have been demoted, denied accommodations, harassed, or fired because of their pregnancy. We are here to listen, and we are here to hold your employer accountable. Contact us today to discuss your case and legal options during a free and confidential consultation.
Start your journey towards justice today by scheduling your free claim consultation
Why Choose Greenberg Gross LLP for Your Philadelphia Pregnancy Discrimination Claim
Pregnancy discrimination cases demand attorneys who know how to stand up to corporate legal teams and win. That is exactly what we do. Greenberg Gross LLP is a trial law firm that has spent more than a decade representing employees in their most significant matters, and our track record reflects that commitment.
- Proven results in employment cases. We have secured a $10 million settlement for breach of oral contract and a $6.1 million judgment for whistleblower retaliation, reflecting the kind of aggressive, results-driven advocacy we bring to every pregnancy discrimination case.
- Trial-tested attorneys who prepare to win. Our lawyers prepare every case as if it's going to trial. That preparation is a major reason opponents often choose to settle rather than face us in court.
- Founded by former partners at a global law firm. Our founders left one of the largest law firms in the world to build a firm that performs at the highest level with a genuine sense of mission.
- Recognized among the best. Our attorneys have been recognized by Super Lawyers, the Daily Journal's Top Plaintiffs list, and the American Board of Trial Advocates (ABOTA).
- A firm that sees you as a person, not a case number. Employment law is at the core of what we do. We understand the fear and uncertainty that come with pregnancy discrimination, and we treat every client with the respect and attention their situation deserves.
If your employer punished you for being pregnant, you do not have to face them alone. Call us at (855) 255-5515 for a free, confidential consultation with an employment attorney who will take your case seriously.
What Pregnancy Discrimination Looks Like in Philadelphia Workplaces
Pregnancy discrimination does not always look like a manager saying, "You're fired because you're pregnant." In most Philadelphia workplaces, it is far more subtle. It shows up in patterns, in shifting attitudes, and in decisions that seem to have no logical explanation other than your pregnancy.
Here are some common examples of pregnancy discrimination:
- Being passed over for a promotion or raise after announcing a pregnancy
- Receiving negative performance reviews that contradict your actual work history
- Having your hours reduced or your responsibilities reassigned without a valid reason
- Being denied reasonable accommodations such as extra restroom breaks, a place to sit, or a modified schedule
- Receiving pressure to take leave earlier than medically necessary
- Being laid off, restructured out of a role, or terminated shortly after disclosing a pregnancy
- Facing hostile or demeaning comments from supervisors or coworkers about your pregnancy, your body, or your plans to return after maternity leave
Any of these actions can form the basis of a pregnancy discrimination claim. Employers often try to disguise discrimination behind performance concerns or company restructuring, but experienced employment attorneys know how to uncover the real reasons behind these decisions.
Laws That Protect Pregnant Workers in Philadelphia
One of the reasons Philadelphia is a strong place to bring a pregnancy discrimination claim is that workers here benefit from three overlapping layers of legal protection: federal law, Pennsylvania state law, and a city ordinance that goes further than both.
The Pregnancy Discrimination Act (Federal)
The federal Pregnancy Discrimination Act (PDA) amended Title VII of the Civil Rights Act of 1964 to make it illegal for employers with 15 or more employees to discriminate against workers based on pregnancy, childbirth, or related medical conditions.
Under the PDA, employers must treat pregnant workers the same as other employees who are similar in their ability or inability to work.
The Pregnant Workers Fairness Act (Federal)
The Pregnant Workers Fairness Act (PWFA), which took effect in June 2023, requires employers with 15 or more employees to provide reasonable accommodations for limitations related to pregnancy, childbirth, or related medical conditions.
This means your employer cannot force you to choose between your health and your paycheck. Reasonable accommodations can include things like additional restroom breaks, permission to carry a water bottle, a stool to sit on, or a temporarily modified work schedule.
The Pennsylvania Human Relations Act (State)
The Pennsylvania Human Relations Act (PHRA) provides state-level protection against pregnancy discrimination and covers employers with as few as four employees. That broader reach means many workers at smaller Philadelphia businesses are still protected even if federal law does not apply.
The PHRA treats pregnancy as a protected characteristic under the category of sex discrimination.
Philadelphia's Fair Practices Ordinance (City)
Philadelphia's Fair Practices Ordinance goes a step further than both federal and state law. The city ordinance requires employers to provide reasonable accommodations to pregnant employees even if the pregnancy has not risen to the level of a disability.
This includes accommodations like restroom breaks, periodic rest for workers who stand for long periods, assistance with manual labor, leave for a period of disability arising from childbirth, reassignment to a vacant position, and job restructuring. The ordinance covers employers with even a single employee who does business in the City of Philadelphia.
This layered protection means that pregnant workers in Philadelphia have some of the strongest legal rights in the country. An experienced pregnancy discrimination attorney in Philadelphia can help you understand which laws apply to your situation and which path forward gives you the strongest claim.
Filing Deadlines You Need to Know
Time limits are one of the most critical parts of any pregnancy discrimination claim. Missing a deadline can mean losing your right to seek justice entirely, so it is important to act quickly.
- Pennsylvania Human Relations Commission (PHRC): You generally have 180 days from the date of the discriminatory act to file a complaint with the PHRC.
- U.S. Equal Employment Opportunity Commission (EEOC): You generally have 300 days from the date of the discriminatory act to file a charge with the EEOC.
- Cross-filing protection: The PHRC and EEOC have a worksharing agreement, which means filing with one agency can preserve your rights under both state and federal law.
These deadlines start running from the date of the discriminatory action, not from the date you realized what happened. That is one of the many reasons it is important to talk with an experienced pregnancy discrimination attorney as soon as possible after you experience or suspect discrimination.
We can help assess the strength of your case
What Damages Can You Recover in a Pregnancy Discrimination Case?
If your employer discriminated against you because of your pregnancy, you may be entitled to several forms of compensation depending on the facts of your case. While every situation is different, potential damages in a pregnancy discrimination claim can include:
- Back pay: Wages and benefits you lost as a result of the discrimination, including salary, bonuses, and health insurance contributions
- Front pay: Compensation for future lost earnings if returning to your former position is not possible
- Emotional distress damages: Compensation for the anxiety, depression, humiliation, and emotional toll that pregnancy discrimination causes
- Punitive damages: In cases involving especially egregious conduct, courts may award additional damages designed to hold the employer accountable and discourage similar behavior
- Reinstatement: A court may order your employer to restore you to your former position
- Attorney's fees and costs: If you prevail in your claim, your employer may be required to pay your legal fees
Pennsylvania's Human Relations Act does not impose caps on compensatory damages, which means juries have the ability to award full and fair compensation based on the actual harm you suffered. That is a significant advantage for workers bringing claims in Philadelphia.
How Our Pregnancy Discrimination Attorneys in Pennsylvania Build a Strong Case
Pregnancy discrimination claims require more than simply telling your story. They require evidence, strategy, and an attorney who knows how to connect the facts to the law. At Greenberg Gross LLP, our approach to building your case is thorough, strategic, and always focused on the strongest possible outcome.
We start by conducting a detailed review of your employment history, including performance evaluations, communications with supervisors, company policies, and the timeline of events surrounding your pregnancy disclosure. We look for patterns that reveal discriminatory intent, such as sudden changes in treatment, inconsistent reasons for adverse actions, or evidence that similarly situated non-pregnant employees were treated differently.
Our attorneys also examine whether your employer engaged in what the law calls "pretext," meaning the reason your employer gave for its actions was just a cover for the real motive: your pregnancy. When employers fabricate performance issues, manufacture policy violations, or create paper trails to justify discrimination, we know how to take those arguments apart.
Because our firm was built around trial preparation, every case we handle is developed with the possibility of trial in mind. That level of preparation gives us significant leverage in settlement negotiations. As our founder has explained, our reputation for winning at trial often motivates opponents to settle early.
FAQs Answered by Our Philadelphia Pregnancy Discrimination Lawyers
Here are answers to some common questions about pregnancy discrimination claims in Philadelphia.
Can my employer fire me for being pregnant in Pennsylvania?
No. Under federal law, state law, and Philadelphia's Fair Practices Ordinance, it is illegal for an employer to terminate you because of your pregnancy, childbirth, or a related medical condition. If your employer fires you and your pregnancy was a motivating factor in that decision, you may have a valid claim for wrongful termination.
What counts as a reasonable accommodation for pregnancy in Philadelphia?
Philadelphia's Fair Practices Ordinance lists several examples of reasonable accommodations, including additional restroom breaks, periodic rest for employees who stand for long periods, assistance with manual labor, leave for childbirth-related disability, reassignment to a vacant position, and job restructuring.
Your employer must provide these accommodations unless doing so would cause an undue hardship to the business.
Do I have to tell my employer I'm pregnant?
You are not legally required to disclose your pregnancy to your employer. However, if you need a workplace accommodation related to your pregnancy, you will generally need to make your employer aware of your condition so they can engage in the accommodation process.
A Philadelphia pregnancy discrimination attorney can help you decide when and how to communicate about your pregnancy at work.
What if my employer says I was fired for poor performance, not pregnancy?
This is one of the most common tactics in pregnancy discrimination cases. Employers frequently claim that adverse actions were based on performance, not pregnancy. An experienced attorney will examine the timing of events, your performance history, how similarly situated employees were treated, and other evidence to determine whether the performance justification was genuine or a pretext for discrimination.
Can I file a pregnancy discrimination claim if I work for a small business?
Yes. While the federal Pregnancy Discrimination Act applies only to employers with 15 or more employees, the Pennsylvania Human Relations Act covers employers with four or more employees. Philadelphia's Fair Practices Ordinance covers employers with even one employee. This means most workers in Philadelphia are protected regardless of the size of their employer.
How long do I have to file a pregnancy discrimination complaint?
Under state law, you generally have 180 days from the discriminatory act to file a complaint with the Pennsylvania Human Relations Commission. Under federal law, you generally have 300 days to file with the EEOC. Because these deadlines are strictly enforced, it is important to consult with an attorney as soon as possible after experiencing discrimination.
What if the discrimination happened while I was on maternity leave?
Discrimination that occurs during maternity leave, such as being replaced, demoted, or having your position eliminated while you are out, can still form the basis of a valid pregnancy discrimination claim. Maternity leave discrimination is a recognized form of pregnancy discrimination under federal, state, and local law.
Talk to a Philadelphia Pregnancy Discrimination Attorney Today
If you have been treated unfairly at work because of your pregnancy, you deserve attorneys who will fight for you with the same intensity they bring to every high-stakes case. Greenberg Gross LLP has spent more than a decade holding employers accountable and securing meaningful results for employees facing discrimination and retaliation.
Our employment team has recovered millions of dollars in verdicts and settlements, and we bring that same trial-tested advocacy to every pregnancy discrimination claim we handle.
You do not have to go through this alone. Call (855) 255-5515 today for a free, confidential consultation with one of our pregnancy discrimination attorneys in Philadelphia, PA. Let us put our courtroom experience, our preparation, and our commitment to justice to work for you.