In some workplaces, becoming pregnant can trigger a shift in how an employee is treated—and not for the better. While federal and state laws are in place to protect workers from discrimination, the unfortunate reality is that some employees hit a glass ceiling after announcing their pregnancy.
The “glass ceiling” refers to an invisible barrier that prevents qualified individuals—often women—from advancing in their careers. For pregnant employees, this barrier can become even more pronounced. Promotions may suddenly disappear, responsibilities may be reassigned without explanation or performance evaluations may become unfairly critical. In more subtle cases, an employee may be excluded from meetings, projects or decision-making opportunities once seen as central to her role.
This type of treatment is not just unfair—it may also be illegal. Under the federal Pregnancy Discrimination Act (PDA), it is unlawful for an employer to discriminate against an employee based on pregnancy, childbirth or related medical conditions. This includes denying promotions, reducing hours, changing job assignments or limiting advancement opportunities solely because someone is pregnant or may become pregnant.
In addition, the Americans with Disabilities Act (ADA) often requires employers to provide reasonable accommodations for pregnancy-related medical conditions, such as temporary lifting restrictions or modified work schedules. Many states, including those with their own pregnancy fairness laws, offer additional protections for workers who face discrimination related to pregnancy or family responsibilities.
Employers sometimes attempt to justify their decisions by claiming that a pregnant employee may not be committed to her job, will need too much time off or cannot handle leadership responsibilities. These assumptions are not only discriminatory, but they are also rooted in outdated stereotypes that have no place in the modern workplace.
What can be done?
If you believe you’ve been passed over for a promotion, demoted or treated unfairly after becoming pregnant, it’s important to document what happened. Keep records of conversations, emails, performance reviews and any changes to your duties or status. This information can be consequential when it comes to proving that your pregnancy played a role in your employer’s actions.
You should also consider speaking with an experienced legal team about your rights and options. Pregnancy should never be a reason for professional setbacks. If you’ve been stopped by a glass ceiling after getting pregnant, you may have a valid claim for workplace discrimination—and a right to pursue justice as a result.