Understanding Pregnancy Discrimination in Ohio

 Finding out you’re pregnant should be a joyous moment, not a time filled with uncertainty about your job security. Yet, many women in Ohio face the harsh reality of pregnancy discrimination in the workplace. If you’re worried about your rights, it’s essential to understand what protections are available to you under the law.

Are You Entitled to Maternity Leave in Ohio?

In Ohio, there is no law that mandates paid maternity leave. However, many employers offer maternity leave as part of their benefits package. It’s crucial to check with your HR department to understand your employer’s specific policy. If your employer doesn’t offer paid leave, you may still be entitled to up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA), provided your employer is covered by the FMLA and you meet the eligibility requirements.

Recognizing Pregnancy Discrimination

Pregnancy discrimination is illegal under both federal and Ohio state law. It falls under the umbrella of sex discrimination since only women can become pregnant. To prove a case of pregnancy discrimination, you need to demonstrate that:

1. You Are/Were Pregnant: Notify your supervisor or HR department about your pregnancy to establish this element.
2. You Are Qualified for Your Job: Show that you were meeting your employer’s legitimate expectations before your pregnancy.
3. You Suffered an Adverse Employment Action: This includes termination, demotion, pay reduction, or any significant change in job responsibilities.
4. There’s a Causal Connection: Prove that your pregnancy was the reason for the adverse action, possibly by showing that other non-pregnant employees were treated more favorably.

What Qualifies as an Adverse Employment Action?

Adverse employment actions can include being fired, demoted, passed over for a promotion, or being subjected to increased scrutiny at work. If your employer denies you a reasonable accommodation under the Americans with Disabilities Act (ADA) due to pregnancy-related conditions, this too can be considered an adverse action.

Proving Causal Connection

To establish a causal link between your pregnancy and the adverse action, you can demonstrate that non-pregnant employees received better treatment, or that your termination closely followed your pregnancy announcement. If you were replaced by a male or a non-pregnant female employee, this could also strengthen your case.

Take Action Now

Don’t let fear of discrimination overshadow the excitement of your pregnancy. If you believe you’ve been discriminated against, contact our experienced Columbus, Ohio Pregnancy Discrimination Lawyers today. We represent clients throughout Ohio, including Columbus, Toledo, Cleveland, Cincinnati, and Dayton.

Call us today for a free consultation and protect your right to be free from pregnancy discrimination!

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