Pregnancy Discrimination Settlements & Compensation 

What a Settlement Could Mean for You

Getting pushed out of your job while you’re pregnant hurts in every direction. Your paycheck stops, your plans wobble, and stress ramps up when you should be focusing on your health. 

A fair settlement or compensation award helps you steady the ground under your feet again. It can replace lost income, recognize the emotional toll, and push your employer to change what went wrong.

Our pregnancy discrimination attorneys at Horn Wright, LLP, represent workers across New York, Maine, New Hampshire, Vermont, and New Jersey. Each state handles remedies a little differently, and we help you use those rules to your advantage. 

New York’s Human Rights Law supports back pay and emotional distress awards. New Jersey’s Law Against Discrimination often allows broader recoveries and fee shifting. Maine enforces tighter filing windows, New Hampshire limits certain damages, and Vermont often recognizes wider emotional distress. 

If your pregnancy cost you your job or opportunities, call (855) 465-4622. Our dedicated local attorneys step in fast so you can protect your future and your family.

Why Pregnancy Discrimination Cases Deserve Fair Compensation

Compensation isn’t just a dollar figure; it’s accountability. When your employer treats pregnancy like a problem, the harm hits your wallet and your well-being. A settlement recognizes that loss and gives you a practical path forward.

New York law backs you up. The New York State Human Rights Law (NYSHRL) and the state’s Pregnant Workers Fairness Act require employers to treat pregnancy and related needs fairly. Federal law adds more protection: Title VII (including the Pregnancy Discrimination Act) bars pregnancy-based bias, and the FMLA protects qualifying leave. When employers ignore these rules, compensation follows.

Fair outcomes also drive change. Strong resolutions deter repeat behavior, force better policies, and signal that pushing out pregnant workers won’t fly here. Your case helps you, and it helps the next person who deserves a fair shot.

What Damages Are Available in New York Pregnancy Discrimination Cases

When you bring a claim, you’re not limited to lost wages. New York law allows several categories designed to make you whole:

• Back pay and front pay. You can recover wages and benefits you lost, plus future earnings if finding comparable work will take time. These amounts keep you from shouldering the fallout of your employer’s choices alone. Decision-makers look closely at your pay history and career path when calculating this piece.
• Emotional distress. Discrimination during pregnancy strains mental health. Courts and agencies recognize humiliation, anxiety, and stress as compensable harm. Medical records, therapist notes, or testimony about daily impact can strengthen this part of your claim.
• Punitive damages. In especially bad cases, the law can impose extra penalties for reckless or malicious conduct. This isn’t a reimbursement; it’s a wake-up call. The goal is to deter similar behavior and reinforce that pregnancy discrimination has real consequences.
• Attorney’s fees and costs. Depending on the statute applied, you may recover fees so you’re not outmatched by a company’s legal budget. Fee shifting helps level the field and keeps justice within reach for workers.

How Settlement Amounts Are Calculated

Settlement numbers aren’t random. They track the facts, the evidence, and how the law applies to your situation:

• Length of unemployment. Longer gaps increase back-pay exposure. A brief interruption may reduce totals, but months without income add weight quickly. Employers often argue you could have found work sooner, so documentation of your job search matters.
• Severity of emotional harm. Stress, anxiety, or health complications linked to what happened can raise value. If pregnancy was affected by workplace mistreatment, that evidence counts. Decision-makers want to see how the experience changed your day-to-day life.
• Employer conduct. Retaliation, hostility, or obvious bias drives risk for the other side. The law punishes reckless intent by increasing financial stakes. This also sets a broader example that discrimination won’t be tolerated.
• Strength of your evidence. Clear emails, texts, and witness statements push numbers higher. When the timeline lines up and the paper trail is strong, employers feel pressure to resolve the case instead of gambling at trial.

Real-World Challenges of Pregnancy Discrimination Settlements

Even strong claims face resistance. Many employers deny wrongdoing and insist the decision was about “performance” or “restructuring.” Others slow everything down, hoping delay will make you accept less than you deserve. You’ll feel that pressure. With support, you won’t have to bend to it.

Confidentiality is another factor. Many settlements include clauses that keep details private. You still get compensated, but you may not be able to discuss the outcome publicly. That trade-off can feel frustrating, yet for many families, certainty and speed matter more.

The upside: settlements deliver faster, more predictable results than trial. They help you cover bills, stabilize your plans, and move forward. The job is making sure the agreement reflects the full harm and not just the headline number.

Steps You Can Take to Strengthen Your Claim

Preparation fuels negotiation. The more organized you are, the stronger your position becomes:

• Keep detailed records. Save emails, performance reviews, and texts that show what changed after you shared your pregnancy news. Log dates, comments, and missed opportunities. That chronology tells a clear story when memories fade.
• Gather medical documentation. If stress or job loss triggered medical issues, tie those pieces together. Notes from doctors, prescriptions, or hospital visits can link the dots. That proof supports emotional-distress damages in a concrete way.
• Talk to witnesses. Coworkers may have seen unfair treatment or heard biased remarks. Their statements confirm this wasn’t just your impression. Independent voices add credibility employers can’t easily dismiss.
• File on time. In New York, you generally have one year with the NYSDHR or 300 days with the EEOC. Filing preserves your rights and opens the door to court if needed. Missing deadlines can shut that door completely.

Settlement or Trial How You Decide

Not every claim ends in a courtroom. Many resolve through settlement because it brings faster relief and avoids years of litigation. That speed matters during pregnancy and those first months with a newborn, when stability isn’t optional.

Trials can deliver higher awards, but they’re unpredictable, time-intensive, and emotionally demanding. Some workers value the chance at a larger verdict; others prioritize certainty and closure. There isn’t a one-size-fits-all answer, and that’s okay.

Employers often prefer settlement to avoid publicity and expense. Used wisely, that preference becomes leverage. Skilled employment attorneys can value your claim honestly, manage risk, and negotiate from a position of strength so you choose on your terms.

Trusted Legal Representation in Securing Justice for Workers

Pregnancy discrimination can derail income, health, and plans in one sweep. You deserve compensation that reflects the full harm and a resolution that protects your future. 

Our pregnancy discrimination attorneys at Horn Wright, LLP, represent workers across New York, Maine, New Hampshire, Vermont, and New Jersey, pushing for maximum recovery and policy change when it’s needed. 

See how we stand with employees like you. Reach out online to book your complimentary case review.