According to the EEOC, pregnancy discrimination complaints increased by 65% between 1992 and this year. Part of that increase, but not all of it, may be due to an increase in the number of women with infants who work. In some areas, pregnancy discrimination complaints increased 50% between 1995 and 2006.
Companies avoid becoming the target of pregnancy discrimination claims by properly training supervisors, having strong HR policies, and using an FMLA Administrator Kit. Under the federal Family and Medical Leave Act (FMLA), employees are entitled to up to 12 weeks of unpaid leave for a variety of serious health conditions, including pregnancy.
In addition, employers cannot discriminate against pregnant employees according to the Pregnancy Discrimination Act. The employer cannot set mandatory leave periods, and employees with pregnancy disability have to be treated the same as employees on other types of medical leave.