Pregnancy Discrimination & Wrongful Termination

Protecting Your Job and Your Future During Pregnancy

Losing your job while you’re pregnant doesn’t just hurt your wallet. It shakes your whole sense of stability. You’re planning for a baby, juggling doctor’s visits, and trying to stay healthy, yet your employer decides to cut you off. That kind of treatment is more than unfair. In New York, it’s against the law.

Our pregnancy discrimination attorneys at Horn Wright, LLP, fight for pregnant workers across New York, Maine, New Hampshire, Vermont, and New Jersey who’ve been pushed aside or fired at the worst possible time. The laws vary depending on where you are. 

New York protects you under the Human Rights Law, while New Jersey’s Law Against Discrimination opens the door to some of the strongest damages and attorney fee awards in the country. Maine gives you rights too, but with stricter filing deadlines. 

New Hampshire limits some damages compared to New York, while Vermont often allows broader claims for emotional harm. No matter which state you call home, our team knows the rules inside and out. We’ll help you use them to your advantage.

If your employer crossed the line, you don’t have to carry that burden alone. Call us at (855) 465-4622 so we can stand beside you and protect your rights while you focus on your health and your family.

When Pregnancy Leads to Unfair Job Loss

Job loss hits hard. When it happens during pregnancy, the stress multiplies. Bills don’t stop, and preparing for your baby doesn’t get any cheaper. Losing your paycheck in that moment feels like being pushed into a storm without an umbrella.

Here in New York, a lot of workers notice the shift right after sharing the news of pregnancy. Hours get cut. Supervisors suddenly become critical. That promotion you were practically promised? Gone. Some employers go further and fire you outright. Others try to push you out more quietly, making work so unbearable you feel like you don’t have a choice.

They’ll often say it’s about “performance” or “restructuring.” But when the timing lines up suspiciously close to your pregnancy announcement or request for leave, you know what’s really going on. Those moves aren’t just heartless. They’re illegal.

How New York Law Protects Expectant Mothers

New York doesn’t leave pregnant workers defenseless. The New York State Human Rights Law (NYSHRL) makes it crystal clear: discrimination based on pregnancy, childbirth, or related medical needs is prohibited. 

If you need adjustments, like more breaks or modified duties, your employer must treat you the same way they’d treat anyone with a temporary medical condition.

The Pregnant Workers Fairness Act goes even further. It requires employers to provide reasonable accommodations. That could mean a stool to sit on, a flexible schedule, or time off for prenatal appointments. If your boss punishes or fires you for asking, they’ve broken the law.

Federal law backs this up. The Pregnancy Discrimination Act (PDA), part of Title VII, bans pregnancy discrimination nationwide. And the Family and Medical Leave Act (FMLA) gives many workers up to 12 weeks of job-protected leave. 

These protections aren’t optional for employers. They’re legal requirements. And if they’re ignored, you’ve got the right to push back.

Signs Your Termination Was Based on Pregnancy

It’s not always obvious when your employer’s actions cross the line. But there are warning signs you shouldn’t ignore:

• Sudden criticism after announcing pregnancy. One day you’re praised for your work, the next your boss is writing you up for small mistakes. That shift is often deliberate—an attempt to build a fake “record” against you.
• Being passed over for promotions or raises. Pregnancy makes some employers assume you’re no longer committed. They sideline you, skip over your accomplishments, and give opportunities to others. That’s discrimination, plain and simple.
• Termination soon after requesting leave. Timing says a lot. If you’re fired soon after asking for maternity leave or a schedule adjustment, the connection is hard to ignore.
• Different treatment compared to coworkers. Maybe you’re getting harsher discipline or suddenly cut out of important projects. If you’re singled out because of pregnancy, that’s unlawful conduct.

The Emotional and Financial Toll of Wrongful Termination

Pregnancy should be about preparing for your baby, not panicking over rent or groceries. Losing your job during this time creates financial strain that can spiral quickly. Suddenly you’re trying to cover doctor visits, hospital bills, and everyday costs without a paycheck.

The emotional toll is just as heavy. Stress isn’t just frustrating. It can affect your health and your baby’s. Doctors warn that extreme stress raises risks like high blood pressure and premature birth. Wrongful termination doesn’t just touch your career. It impacts your well-being in ways that can’t always be measured in dollars.

Then there’s your career path. Being forced out leaves gaps on your resume that aren’t easy to explain. It can stall your progress for years, making it harder to find the roles you deserve after pregnancy. These consequences stick around long after the moment your employer made their choice.

What You Can Do if You Suspect Pregnancy Discrimination

If you think pregnancy played a role in your firing or mistreatment, don’t stay silent. There are steps you can take to strengthen your case:

• Document what happened. Save emails, notes, and reviews. Write down conversations where pregnancy came up. A timeline of events makes it harder for employers to deny the truth.
• File complaints. You can report to the New York State Division of Human Rights (NYSDHR) or the Equal Employment Opportunity Commission (EEOC). Both agencies investigate discrimination claims and can give you the green light to sue.
• Talk to witnesses. If coworkers noticed unfair treatment or heard discriminatory remarks, their voices matter. Their statements can add weight to your case.
• Seek legal guidance. The system isn’t designed to be easy for workers. Having employment attorneys by your side levels the playing field and makes sure you’re not left fighting alone.

What Compensation Could Look Like in a New York Case

Winning a case isn’t just about proving your employer broke the law. It’s about making sure you’re made whole again. Here’s what that can look like:

• Lost wages and benefits. This covers your salary, health insurance, retirement contributions, and even bonuses you would have earned if you hadn’t been fired.
• Emotional distress damages. The law recognizes the mental toll. Stress, anxiety, and humiliation all count, and courts can award damages to reflect that pain.
• Punitive damages. If your employer acted recklessly or maliciously, they could be ordered to pay extra. This isn’t just about you. It’s about sending a message that this behavior won’t be tolerated.
• Policy or workplace changes. Sometimes victory isn’t just financial. Courts can require employers to update their practices, train staff, or change policies so others don’t go through what you did.

Why Acting Quickly Matters

Deadlines matter. In New York, you generally have one year to file with the NYSDHR and 300 days to file with the EEOC. Miss those windows, and your claim may vanish before it’s even heard.

There’s another reason to act fast: evidence fades. Emails get deleted, memories blur, and witnesses move on. The longer you wait, the harder it becomes to prove what really happened. 

Each day that passes makes it easier for an employer to deny your version of events or to claim nothing was ever wrong. Acting quickly gives you the upper hand before details slip away. And waiting doesn’t help your financial situation either. 

Moving forward sooner means moving toward stability for you and your family. Employers benefit when you delay. Don’t give them that advantage. 

The law was written to protect workers like you, but it can’t do its job if you wait until it’s too late. Think of every step you take now as an investment in your future security, your career, and your peace of mind.

Horn Wright, LLP, Stands Beside New York Workers

Pregnancy should be a time of planning, excitement, and care. Being fired because you’re pregnant is a violation of your dignity and your rights.

Our pregnancy discrimination attorneys at Horn Wright, LLP, stand with workers across New York and our neighboring states. We know how employers play games, and we know how to stop them. 

We have years of experience handling wrongful termination and discrimination cases. When you’re up against a company that thinks it holds all the power, one of the country’s most respected law firms is here to even the playing field.

If you’re ready to take the next step, contact our office to arrange your free consultation. See how we fight and win for workers like you.