Pregnancy-Related Harassment & Hostility

How Harassment Creates a Toxic Workplace for Pregnant Workers

Pregnancy should be a time when you’re supported, not singled out. But too many workers face rude comments, unfair treatment, or outright hostility when they share the news that they’re expecting. What should feel like an exciting life change can quickly turn into a daily struggle at work. That’s where legal protection steps in.

Our pregnancy discrimination attorneys at Horn Wright, LLP, have seen how this plays out not just in New York but also across Maine, New Hampshire, Vermont, and New Jersey. Each state has its own laws. New York’s Human Rights Law is broad, while New Jersey’s Law Against Discrimination offers some of the strongest protections in the country. 

Vermont is generous with emotional distress awards, and Maine and New Hampshire set clear rules on damages. We know the differences, and we offer help in all these places because workers everywhere deserve to feel safe and respected on the job.

If you’re being harassed for being pregnant, you don’t have to keep quiet. You’ve got rights. And we’re here to walk you through every step until things change.

What Pregnancy Harassment Really Looks Like

Harassment doesn’t always come in the form of yelling or open hostility. Sometimes it’s subtle—a snide remark, a shift in how you’re treated after announcing your pregnancy, or being excluded from projects you once led. Other times, it’s loud and direct: jokes about your body, pressure to quit, or constant criticism meant to push you out.

Pregnancy harassment is any conduct that makes your workplace hostile because you’re pregnant. That could mean co-workers, supervisors, or even managers singling you out. The law is clear. This behavior is illegal. And you don’t have to “tough it out.”

If you’ve been brushed off when you raised concerns or told it’s “just a joke,” it’s time to recognize that those excuses don’t fly. You’re entitled to a workplace that respects you.

Harassment That Crosses the Line

It’s important to understand when everyday stress turns into illegal hostility. Here are some examples that courts and agencies often look at when reviewing pregnancy-related harassment claims:

• Verbal jabs and “jokes.” Repeated comments about your body, your ability to work, or whether you’ll “come back after maternity leave” can create a hostile work environment. 
• Unequal treatment. If you’re being given worse shifts, heavier workloads, or denied flexibility that others receive, that difference in treatment matters. Patterns like these signal bias tied to pregnancy.
• Pressure to resign. When supervisors or managers hint, or outright say, that you should step aside because of your pregnancy, it’s harassment. Pushing you out because you’re expecting is against the law.
• Physical mistreatment. Some workers are forced to do unsafe tasks or denied reasonable accommodations, like lighter duties or extra breaks. When your health and safety are ignored because of pregnancy, that’s harassment too.

The Emotional Toll You’re Carrying

Pregnancy-related harassment doesn’t just stop at the workplace door. It follows you home. The constant stress and hostility can leave you anxious, exhausted, and distracted at a time when you should be focusing on your health and your baby.

Studies have shown that hostile work environments affect physical and emotional health. For pregnant workers, the stakes are even higher because stress impacts not just you, but your child. That’s why laws exist to protect you, and why you shouldn’t feel guilty for demanding better treatment.

When you’re made to feel like you’re a burden or an inconvenience, the message is harmful and unfair. You deserve to feel proud of your pregnancy, not punished for it.

How Employers Create or Ignore Hostility

Sometimes harassment happens because of a single bad actor. Other times, it’s the company culture that fuels the problem. Either way, employers are responsible for keeping the workplace safe and harassment-free.

• Failure to train staff. If supervisors don’t know what counts as harassment, they’ll let comments or actions slide. That failure opens the door for discrimination.
• Looking the other way. When HR or management ignores complaints, they’re part of the problem. A company can’t just bury harassment. It’s legally responsible for fixing it.
• Creating policies on paper only. Some employers have anti-harassment policies they never enforce. If they’re not actually protecting workers, the company is still on the hook.
• Retaliating against complaints. Some workplaces go further by punishing workers who speak up, whether through reduced hours or demotions. Retaliation not only worsens harassment but also compounds the legal violations.

Steps You Can Take Right Now

Dealing with hostility while pregnant is draining, but there are concrete steps you can take to protect yourself. Documenting and reporting are two of the strongest tools you have.

• Keep detailed records. Write down dates, times, what was said or done, and who was there. Documentation makes your story harder to dismiss.
• Report harassment internally. Even if you think HR won’t act, making the report builds a paper trail that strengthens your claim later.
• File with an outside agency. In New York, that might mean reporting to the Equal Employment Opportunity Commission (EEOC) or the New York State Division of Human Rights. Filing triggers investigations and gives you official support.
• Seek medical or professional support. Talking to a doctor or counselor creates documentation of stress or health issues tied to harassment. This evidence can strengthen your case while protecting your well-being.

Compensation You May Be Entitled To

If harassment has cost you emotionally, professionally, or financially, you may be entitled to compensation. Courts and agencies look at the impact harassment had on your career, health, and well-being.

Compensation can include back pay if you were forced out or demoted, emotional distress damages for the anxiety and pain you suffered, and sometimes punitive damages if the employer acted especially badly. In some cases, settlements may also push for policy changes at the workplace to protect future employees.

This isn’t just about money. It’s about accountability. It’s about forcing change in places where workers have been ignored for too long.

Dedicated Employment Attorneys Helping You Reclaim Your Workplace

Our pregnancy discrimination attorneys at Horn Wright, LLP, stand up for pregnant workers across New York, Maine, New Hampshire, Vermont, and New Jersey who’ve faced harassment and hostility. We know the laws, we know the loopholes, and we know how to make employers listen.

Our job is to fight for fair compensation, safer workplaces, and accountability for companies that fail their employees. And we do it with the understanding that your health, your baby, and your future are what matter most.

If you’re ready to take back your power, we’re ready to fight with you. Call Horn Wright, LLP, at (855) 465-4622 today and let’s start building your case together.