Pregnancy Discrimination Case Studies

Why Real Stories Matter

It’s one thing to read about laws on paper. It’s another to see how those laws play out in real lives. Case studies show exactly what pregnancy discrimination looks like in the workplace and how remedies can make things right. When you see these stories, you realize you’re not alone, and more importantly, that there are ways to fight back.

Our pregnancy discrimination attorneys at Horn Wright, LLP, have helped countless New Yorkers face down discrimination tied to pregnancy. Whether it’s pay, scheduling, or retaliation, the patterns are clear and so are the remedies. 

Our team knows how to dig into the details, connect the dots, and push for the compensation and change you deserve. Call us today at (855) 465-4622 if you’re ready to take the next step.

We also serve workers in New Jersey, Vermont, Maine, and New Hampshire. Each state treats these cases differently. New Jersey’s Law Against Discrimination allows broad remedies, Vermont emphasizes emotional recovery, while Maine and New Hampshire offer narrower protections. 

Knowing these differences lets us build strategies that maximize your outcome, no matter where you are.

The Legal Framework Behind Case Studies

Every case has its own twists, but the laws remain the foundation. These statutes make remedies possible and shape how courts and agencies evaluate outcomes.

At the federal level, the Pregnancy Discrimination Act (PDA) under Title VII makes it unlawful to treat pregnancy differently than other conditions. The Americans with Disabilities Act (ADA) applies when pregnancy-related complications require accommodations. Together, these laws set national standards.

The Family and Medical Leave Act (FMLA) and New York Paid Family Leave laws protect leave rights and benefits. When an employer retaliates for using them, remedies expand to include reinstatement and damages.

In New York, the NYSHRL requires accommodations for pregnancy and prohibits discrimination across most workplaces. In New York City, the NYCHRL sets an even stronger standard, allowing punitive damages when conduct is reckless or malicious. These overlapping protections give real power to case outcomes.

Case Study: The Overtime “Budget” Excuse

One of the most common stories we see is overtime suddenly disappearing after pregnancy disclosure. Here’s what it looks like.

• The situation. A retail worker in Brooklyn had always relied on overtime to cover bills. Right after she told her manager she was expecting, her hours dropped. Management claimed “budget adjustments,” but overtime continued for non-pregnant co-workers.
• The impact. Her income fell by nearly 30% in one month. She struggled to keep up with rent and prenatal costs. The sudden loss created stress at home and threatened her health. Documentation showed a clear pattern tied to pregnancy disclosure.
• The law. The PDA and NYSHRL both prohibit reducing hours based on pregnancy. Because others kept their overtime, the excuse didn’t hold. The Equal Employment Opportunity Commission (EEOC) also considers reduced hours a form of discrimination.
• The remedy. She filed with the NYSDHR. The agency ordered back pay for lost overtime, plus damages for emotional distress. Her employer also had to update scheduling policies and post notices about employee rights.
• The takeaway. Timing matters. When hours disappear right after pregnancy disclosure, it’s rarely coincidence. Documentation and comparison to peers create a strong claim.

Case Study: Bonus Denied After Leave

Another pattern involves bonuses and commissions being withheld after taking leave. Employers frame it as “policy,” but the law sees it differently.

A financial analyst in Manhattan returned from eight weeks of New York Paid Family Leave and found her annual bonus was withheld. The company said “bonuses require uninterrupted service.” But evidence showed other employees who took medical leave still received theirs.

The FMLA and New York’s leave laws specifically protect against losing benefits because of protected time off. The NYCHRL also prohibits withholding pay based on pregnancy or family status. This employee filed with the NYC Commission on Human Rights (NYCCHR).

The outcome? She recovered the full value of her bonus, plus front pay for lost promotion opportunities. The company was also ordered to undergo HR training and revise its leave policies. This case showed that policies applied selectively to pregnant workers are unlawful, no matter how “neutral” they sound.

Case Study: Raise Withheld Without Reason

Raises often reveal discrimination. Pregnant workers get sidelined while peers move forward. Here’s how one case unfolded.

• The situation. An administrative assistant in Albany had a strong performance history. Right after she told HR she was expecting, her annual raise disappeared. Colleagues with similar roles and reviews received theirs.
• The impact. Missing the raise meant she started the next year with a lower salary base. That loss compounded into retirement contributions and future raises. The financial setback was long-term, not just short-term.
• The law. The Equal Pay Act, PDA, and NYSHRL all prohibit pay discrimination based on pregnancy. Raises are part of compensation, so withholding them unfairly is unlawful.
• The remedy. She filed with the EEOC within 300 days. The case settled with back pay for the raise, an adjustment to her salary moving forward, and compensation for emotional harm.
• The takeaway. Raises aren’t optional “rewards.” When they’re denied for pregnancy-related reasons, the law treats it as pay discrimination.

Case Study: Retaliation After Complaining

Sometimes the most harmful part isn’t the initial discrimination. It’s what happens after you speak up. Retaliation makes employees feel trapped.

A teacher in Queens requested lighter duty under the ADA due to pregnancy-related complications. When her request was denied, she filed an internal complaint. Within weeks, she was reassigned to a distant location and her evaluation scores dropped without explanation.

The NYSHRL and NYCHRL both prohibit retaliation. Courts treat it as a separate violation, often with higher damages. This teacher filed a claim with the NYSDHR, supported by her union.

The case resolved with reinstatement to her original school, back pay for lost opportunities, and damages for emotional distress. The district was also ordered to review its accommodation policies. This case showed how retaliation adds layers of harm and how the law steps in.

Case Study: Pay Cut Hidden Behind “Restructuring”

Pay discrimination sometimes gets disguised as business restructuring. Here’s how that plays out.

• The situation. A marketing specialist in the Bronx returned from maternity leave to find her salary cut by 15%. Management cited “restructuring” but her role and responsibilities hadn’t changed. Non-pregnant colleagues kept their salaries intact.
• The impact. The pay cut hit her family budget hard, forcing her to dip into savings. It also damaged her career trajectory, since future raises were based on the lower number.
• The law. The PDA, FMLA, and NY Paid Family Leave protect against pay cuts tied to pregnancy. The NYCHRL adds the possibility of punitive damages for reckless disregard.
• The remedy. She filed with the EEOC and received a right-to-sue letter. In federal court, she recovered back pay, front pay, lost benefits, and emotional-distress damages. The court also ordered the company to revise its leave policies.
• The takeaway. “Restructuring” is often a cover. Courts look past labels and focus on timing, impact, and comparisons to peers.

Filing Your Own Case in New York

Case studies are powerful because they show you what’s possible, but they also highlight the need to act fast.

In New York, you generally have one year to file with the NYSDHR or the NYCCHR. At the federal level, you have 300 days to file with the EEOC. Filing preserves your rights and opens the door to remedies like back pay, reinstatement, policy changes, and damages.

Strong evidence—pay records, emails, witness statements—can turn a frustrating story into a winning case. Agencies and courts look for patterns, comparisons, and timing. The more you’ve documented, the stronger your case becomes.

Learning From Others, Taking Your Own Step

Seeing how other employees fought pregnancy discrimination proves one thing: you can fight too. These cases show the harm is real, but so are the remedies. From back pay to policy changes to punitive awards, New York law gives you tools to recover what’s yours.

Our employment law attorneys at Horn Wright, LLP, we fight for employees who’ve lived these stories and those just starting theirs. We know the pressure, the frustration, and the courage it takes to speak up. 

Connect with us online to schedule a free case review when you’re ready to start writing your own case study of success. We'll seek the best possible results for your situation.