Is It Pregnancy Discrimination or Just a Tough Boss? How to Tell the Difference
When you’re pregnant and working, every eye-roll from a manager or skipped meeting invite can feel personal. But how do you know if you’re actually facing pregnancy discrimination—or just dealing with a tough boss?
It’s an important question, because not every stressful or difficult work environment is illegal. However, if you’re being treated unfairly because of your pregnancy, the law may be on your side.
Let’s break down how to tell the difference.
What Is Pregnancy Discrimination?
Pregnancy discrimination is when your employer treats you unfairly because you’re pregnant, planning to become pregnant, have a pregnancy-related medical condition, or recently gave birth.
This includes things like:
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Getting fired or laid off after announcing your pregnancy
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Being denied promotions or assignments you’re qualified for
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Not receiving reasonable accommodations (like extra breaks or lighter duties)
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Being harassed or criticized in ways directly related to your pregnancy
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Not being allowed to return to work after maternity leave
If your boss’s actions are tied specifically to your pregnancy or related medical needs, that’s likely not just “being tough”—it could be discrimination.
What Does a Tough (But Legal) Boss Look Like?
Some managers are strict or have poor communication styles. They may push for results, enforce company policies rigidly, or give constructive criticism. This can feel unpleasant, especially when you’re dealing with physical and emotional changes during pregnancy.
However, if the boss:
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Treats all employees equally, pregnant or not
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Follows written company policies
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Doesn’t single you out or make pregnancy-related remarks
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Provides accommodations when asked, within reason
Then their behavior may be legally acceptable—even if it’s not warm or supportive.
How Can You Tell the Difference?
Ask yourself these questions:
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Has my treatment changed since I revealed I’m pregnant?
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Am I being left out of opportunities or criticized in ways others aren’t?
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Has anyone made comments about my pregnancy or future availability?
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Was I denied accommodations that others with health needs received?
If you’re answering “yes” to several of these, you may be facing discrimination.
What Can You Do?
Start by documenting everything: dates, emails, conversations, and specific actions. Keep records in a safe, private place. Then, try speaking to your HR department if you feel safe doing so.
If things don’t improve—or if you’re afraid to speak up internally—it’s a good idea to seek legal advice. An Employee Rights Attorney Group can help you understand your rights and take action if necessary.
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