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The Pregnancy Discrimination Act of 1978 offers basic, federal-level protections for pregnant females from any discrimination or harassment from employers. However, some states offer additional protections to pregnant women in the workplace, and it helps to know pregnancy discrimination & accommodation laws by state.
This exhaustive list provides a list of states that offer state-level pregnancy discrimination protections, along with any pregnancy accommodations that may be offered as well. If you suspect that you or someone you know has been the victim of pregnancy discrimination in the workplace, contact a pregnancy discrimination lawyer right away.
Nosratilaw, A Professional Law Corporation, actively serves those in the greater Los Angeles area who are suffering at the hands of unjust treatment at their places of employment. When you hire any member of our legal team, you are setting yourself up for the increased likelihood of success as you pursue just compensation for the mistreatment you faced at your workplace.
While discrimination may feel small at times, it contributes detrimentally to the overall workplace environment, creating unjust hierarchies and the abuse of those deemed “other than” by employers or fellow employees. This is both illegal and improper. You have a right to seek retribution for any form of pregnancy discrimination you may have or may currently be experiencing.
*Georgia and Mississippi have laws providing additional protections to state employees only.
At its core, pregnancy discrimination laws offer protections against termination from employers based strictly on circumstances related to pregnancy and maternity. Although not explicitly stated, this generally also covers other associated conditions, such as breastfeeding, childbirth, and other related medical conditions.
All but five states offer additional state-level protections against pregnancy discrimination in the workplace:
Additionally, two other states offer pregnancy discrimination protections only for those employed by the state: Georgia & Mississippi. While the rest of the United States offers additional legal protection from pregnancy discrimination, they may have other stipulations and/or requirements that can muddy the waters as to whether or not you are being denied your rights.
The Pregnancy Discrimination Act applies only to employers with 15 or more employees – and state-level pregnancy discrimination laws generally have similar restrictions with respect to the size of the employer.
All but 16 states have minimum employee requirements of some kind, but they can vary greatly from state to state:
Some states may have specific employer restrictions that may result in some confusion for those seeking protections. For example, Virginia protects women from pregnancy discrimination if they work for an employer that has more than 5 but fewer than 15 employees.
Confusion like this can be avoided or, at the very least, limited with the help of a pregnancy discrimination lawyer. Not only will they be aware of the laws in your state that apply to your situation, but they can also help you determine whether or not your employer is breaking said laws.
Instead of facing the overwhelming task of trying to figure out whether or not your state allows employers to interact with pregnant individuals all by yourself, seek out the help of a knowledgeable pregnancy discrimination lawyer today.
Some states offer company exceptions to which these laws apply. If you are not incredibly well-versed in the pregnancy-specific laws of your state, it can be awfully difficult to determine whether or not you are or have been a victim of pregnancy discrimination in the workplace.
Some of these exemptions include, but are not limited to, the following:
The rest of the states don’t specify exclusions, but there may be other variations that may be up for interpretation in the eyes of the law. A pregnancy discrimination lawyer can help you with this, as they are knowledgeable of both state-specific and national laws that grant rights to pregnant individuals in the workplace.
When you enlist the assistance of a Los Angeles pregnancy discrimination lawyer, you are freeing yourself up to focus on what matters most: your pregnancy and the child that will come from it. You have enough going on, and you do not need to juggle legal concepts on top of everything else you are handling. Let Nosratilaw, A Professional Law Corporation, serve as an advocate for both you and your desired outcomes.
We believe in helping you pursue justice, compensation, and peace of mind, and we will do everything in our power to help you work toward accomplishing these goals. While you may be able to reach a settlement outside of court, there is still the potential of going to court.
Depending on what area of Los Angeles is most conveniently located for you, your case may potentially be carried out in the Los Angeles Superior Court – Stanley Mosk Courthouse, the U.S. District Court for the Central District of California – Western Division, or one of the additional locations of the Los Angeles Superior Court, such as the Santa Monica or the Van Nuys courthouses.
As of 2025, there are a total of 31 states and four cities that have passed pregnancy accommodation laws requiring employers to provide accommodations for pregnant employees to a reasonable degree. These states are as follows:
In 2022, the Pregnant Workers Fairness Act (PWFA) was officially signed into law, therefore requiring non-exempt employers to provide reasonable accommodations for their pregnant employees experiencing limitations, including but not limited to physical and/or mental conditions that are connected to or stem from pregnancy, giving birth, or any other related conditions.
Laws like this help protect pregnant individuals from potential discriminatory acts, such as demotions, withholding promotions, or not hiring an individual based on something other than performance.
While the majority of the United States of America has worked to provide additional protection for pregnant individuals in the workplace, five states do not offer additional state-level protections against pregnancy in the workplace. They are as follows:
In addition to this, Georgia and Mississippi only offer protection from pregnancy discrimination in the workplace to state employees.
Yes. The Pregnant Workers Fairness Act (PWFA) makes it illegal for employers to withhold reasonable accommodations for their pregnant employees due to mental and/or physical limitations connected to pregnancy or childbirth. Laws like the PWFA help protect an individual’s right to work and get pregnant, as well as ensuring you cannot be wrongfully terminated and/or denied rightful opportunities due to your ability to become pregnant or your current state as a pregnant individual.
Pregnancy discrimination and accommodation laws vary by state, and it can be overwhelming to try to determine what you can expect as a pregnant employee. This can be even worse when you find yourself uncertain of your rights, or whether or not said rights are being violated by your employer. Fortunately, a skilled pregnancy discrimination lawyer can help answer your questions, protect your rights, and pursue just compensation if you have experienced pregnancy discrimination in the workplace.
At Nosratilaw, A Professional Law Corporation, you will find compassionate, confident, and knowledgeable legal representation. Your lawyer will explain complex legal statutes, terminology, and proceedings, as well as guide you every step of the way as you make a case for pregnancy discrimination against your employer. You have the right to be treated with respect at your place of employment, and Nosratilaw, A Professional Law Corporation can help you pursue recompense for any disrespect and illegal treatment you may have suffered.
Contact us today to schedule a consultation.
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| State | Protections against pregnancy discrimination? | State Codes (if applicable) | Minimum Number of Employees | Exempt Employers |
|---|---|---|---|---|
| Alabama | No | |||
| Alaska | Yes | Alaska Stat. § 18.80.220. | 0 | Most non-profit organizations, including social, fraternal, charitable, educational, and religious. |
| Arizona | Yes | Ariz. Rev. Stat. § 41-1463(B) | 15 | N/A |
| Arkansas | Yes | Ark. Code §§ 16-123-102, 107. | 9 | Religious Organizations |
| California | Yes | Cal. Gov’t Code §§ 12926, 12940. | 5 | Religious Non-Profit Organizations |
| Colorado | Yes | Colo. Rev. Stat. § 24-34-402 | 0 | Non-taxpayer-funded Religious Organizations |
| Connecticut | Yes | Conn. Gen. Stat. Sec. § 46a-60(a)(7)(A). | 3 | N/A |
| Delaware | Yes | Del. Code Ann. tit. 19, §§ 710-11. | 4 | N/A |
| District of Columbia | Yes | D.C. Code §§ 2-1401.05(a), 1401.11. | 0 | Employers of domestic workers |
| Florida | Yes | Fla. Stat. § 760.10 | 15 | N/A |
| Georgia | State employees only | Ga. Comp. R. & Regs. 478-1-.03. | 0 | N/A |
| Hawaii | Yes | Haw. Rev. Stat. §§ 378-1, 378-2; Haw. Code R. § 12-46-107. | 0 | N/A |
| Idaho | Yes | Idaho Code § 67-5909 | 5 | Employers of domestic workers |
| Illinois | Yes | 775 Ill. Comp. Stat. 5/2-102(I) | 15 | N/A |
| Indiana | No | |||
| Iowa | Yes | Iowa Code § 216.6(2). | 4 | Employers of domestic workers |
| Kansas | Yes | Kan. Stat. Ann. § 44-1009; Kan. Admin. Regs. § 21-32-6. | 4 | Fraternal and social non-profit organizations |
| Kentucky | Yes | Ky. Rev. Stat. §§ 344.030, 344.040. | 8 | Bona fide non-profit private clubs |
| Louisiana | Yes | La. Rev. Stat. § 23:342. | 25 | N/A |
| Maine | Yes | Me. Rev. Stat. tit. 5, §§ 4572, 4572-A. | 0 | N/A |
| Maryland | Yes | Md. Code, State Gov’t § 20 — 606 | 15 | Bona fide tax-exempt private membership clubs |
| Massachusetts | Yes | Mass. Gen. Laws ch. 151B, § 4 | 6 | Certain social and fraternal organizations |
| Michigan | Yes | Mich. Comp. L. § 37.2202. | 0 | N/A |
| Minnesota | Yes | Minn. Stat. § 363A.03(42); Minn. Stat. § 363A.08. | 0 | N/A |
| Mississippi | State employers only | 27-110 Miss. Code R. § 7.3.9. | 0 | N/A |
| Missouri | Yes | Mo. Rev. Stat. § 213.055; Mo. Code Regs. Ann. tit. 8, § 60-3.040(16) | 6 | Businesses owned and operated by religious groups |
| Montana | Yes | Mont. Code Ann. § 49-2-310. | 0 | N/A |
| Nebraska | Yes | Neb. Rev. St. §§ 48-1102, 1104. | 15 | Bona fide private membership clubs |
| Nevada | No | |||
| New Hampshire | Yes | N.H. Rev. Stat. Ann. § 354-A:7. | 6 | Social clubs, fraternal and religious non-profit organizations |
| New Jersey | Yes | N.J. Stat. Ann. § 10:5-12. | 0 | Religious Organizations |
| New Mexico | Yes | N.M. Stat. Ann. § 28-1-7; N.M. Code R. § 9.1.1.7(HH)(2). | 4 | N/A |
| New York | Yes | N.Y. Exec. L. §§ 292, 296 | 4 | N/A |
| North Carolina | No | |||
| North Dakota | Yes | N.D. Cent. Code Ann. §§ 14-02.4-02, 14-02.4-03. | 1 | N/A |
| Ohio | Yes | Ohio Rev. Code §§ 4112.01, 4112.02. | 4 | N/A |
| Oklahoma | Yes | Okla. Stat. tit. 25, §§ 1301, 1302. | 0 | Employers of domestic workers |
| Oregon | Yes | Or. Rev. Stat. § 659A.029, 659A.030. | 0 | N/A |
| Pennsylvania | Yes | 43 Pa. Stat. § 955; 16 Pa. Code § 41.102. | 4 | N/A |
| Rhode Island | Yes | R.I. Gen. Laws §§ 28-5-6, 28-5-7. | 4 | N/A |
| South Carolina | Yes | S.C. Code Ann. § 1-13-80; S.C. Code Ann. § 1-13-30. | 15 | Bona fide private membership clubs |
| South Dakota | No | |||
| Tennessee | Yes | Tenn. Code Ann. §§ 4-21-101, 4-21-401 | 8 | Employers of domestic workers |
| Texas | Yes | Tex. Lab. Code Ann. §§ 21.051, 21.106. | 15 | N/A |
| Utah | Yes | Utah Code § 34A-5-106. | 0 | Religious businesses and organizations |
| Vermont | Yes | Vt. Stat. tit. 21, § 495 | 0 | N/A |
| Virginia | Yes | Va. Code § 2.2-3903. | More than 5 but fewer than 15 employees | N/A |
| Washington | Yes | Wash. Rev. Code § 49.60.030 | 8 | Religious Non-Profit Organizations |
| West Virginia | Yes | W. Va. Code § 5-11-9 | 12 | Private Clubs |
| Wisconsin | Yes | Wis. Gen. Stat. §§ 111.31, et seq. | 0 | Social Clubs, Fraternal organizations |
| Wyoming | Yes | Wyo. Stat. § 27-9-105. | 2 | Religious organizations |
Additional statutes may provide rights to work-related accommodations for pregnant women on the job. These accommodations may include:
42 states and Washington, D.C. have state-level provisions for pregnancy accommodations. However, of those states, five provide protections only for state employees: Alabama, Arizona, Arkansas, Idaho, and Nebraska. And Alaska only details provisions for public employers.
In total, two states do not offer provisions for both pregnancy discrimination and pregnancy accommodations: Indiana and North Carolina.
Due to similar rights, limitations and exemptions for these laws generally follow the same restrictions as those provisions offering pregnancy discrimination protections.
| State | Has Provision? | State Code | Specific accommodations? |
|---|---|---|---|
| Alabama | Only for state employees | Ala. Admin. Code § 670-X-14-.02. | State employees may use any accrued sick time for maternity leave if they are actually disabled as a result of the pregnancy. |
| Alaska | Only for public employees | Alaska Stat. § 39.20.500(a). Alaska Stat. § 39.20.520. |
Employers must treat pregnancy-related conditions as temporary disabilities. Employers are required to transfer pregnant employees to less strenuous positions at their request. |
| Arizona | Only for state employees | Ariz. Admin. Code Rule 2-5A-B602, B603. | Pregnant persons employed by the state are entitled to the same rights as those with similar disabilities. |
| Arkansas | Only for state employees | Ark. Code § 21-4-209. | Pregnant persons employed by the state are entitled to the same rights as those with similar disabilities. |
| California | Yes | Cal. Gov’t Code § 12945(1)-(2). Cal. Gov’t Code § 12945(3). |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. Employers must make reasonable accommodations for pregnant persons with work-related limitations |
| Colorado | Yes | 3 Colo. Code Regs. § 708-1:80. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Connecticut | Yes | Conn. Gen. Stat. §§ 46a-60(a)(7)(B)-(G). | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. Employers must make reasonable accommodations for pregnant persons with work-related limitations. |
| Delaware | Yes | Del. Code Ann. tit. 19, §§ 710-11. | Employers must make reasonable accommodations for pregnant women with work-related limitations |
| District of Columbia | Yes | D.C. Code § 2-1401.05(b). | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Florida | No | ||
| Georgia | No | ||
| Hawaii | Yes | Haw. Rev. Stat. § 378-1. Haw. Code R. § 12-46-107. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Idaho | Only for state employees | Idaho Admin. Code § 15.04.01.243. | Pregnant persons employed by the state are entitled to the same rights as those with similar disabilities. |
| Illinois | Yes | 775 Ill. Comp. Stat. 5/2-102(I)-(J); Ill. Adm. Code tit. 56, § 5210.110. | Employers must make reasonable accommodations for pregnant women with work-related limitations |
| Indiana | No | ||
| Iowa | Yes | Iowa Code § 216.6(2). | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Kansas | Yes | Kan. Admin. Regs. § 21-32-6. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Kentucky | Yes | Ky. Rev. Stat. § 344.030. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Louisiana | Yes | La. Rev. Stat. §§ 23:341-342. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Maine | Yes | Me. Rev. Stat. tit. 5, § 4572-A. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Maryland | Yes | Md. Code, State Gov’t § 20 — 609. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. Employers must make reasonable accommodations for pregnant persons with work-related limitations. |
| Massachusetts | Yes | Mass. Gen. Laws ch. 151B, § 4; 804 Mass. Code Regs. 8.01 Mass. Gen. Laws ch. 149, § 105 d. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities, with additional rights regarding maternity leave. |
| Michigan | Yes | Mich. Comp. L. § 37.2202. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Minnesota | Yes | Minn. Stat. § 363A.08. | Employers must make reasonable accommodations for pregnant women with work-related limitations |
| Mississippi | Yes | 27-110 Miss. Code R. § 3.2. | Employers must make reasonable accommodations for pregnant women with work-related limitations |
| Missouri | Yes | Mo. Code Regs. Ann. tit. 8, § 60-3.040(16)(A). Mo. Code Regs. Ann. tit. 8, § 60-3.040(16)(B). |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Montana | Yes | Mont. Code Ann. § 49-2-310; Mont. Admin. R. 24.9.1203. Mont. Admin. R. 24.9.1206. Mont. Code Ann. § 49-2-311. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Nebraska | State employers only | 273 Neb. Admin. Code § 10-005, 011. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Nevada | Yes | Nev. Rev. Stat. § 613.335. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| New Hampshire | Yes | N.H. Rev. Stat. Ann. § 354-A:7. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| New Jersey | Yes | N.J. Stat. Ann. § 10:5-3.1. N.J. Stat. Ann. § 34:11B-4. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. Employers must make reasonable accommodations for pregnant persons with work-related limitations |
| New Mexico | Yes | N.M. Code R. § 9.1.1.7(HH)(2). | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| New York | Yes | Brooklyn Union Gas Co. v. N.Y. State Human Rights Appeal Bd., 41 N.Y.2d 84, 359 N.E.2d 393 (1976). | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| North Carolina | No | ||
| North Dakota | No | ||
| Ohio | Yes | Ohio Rev. Code §§ 4112.01. Ohio Admin. Code § 4112-5-05. |
Employer must allow a reasonable period of maternity leave – and the employee is entitled to return to the same or similar position afterward. |
| Oklahoma | Yes | Okla. Stat. tit. 25, § 1301; Okla. Admin. Code § 335:15-3-9. Okla. Admin. Code § 335:15-3-9. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Oregon | Yes | Or. Rev. Stat. § 659A.029. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Pennsylvania | Yes | 43 Pa. Stat. § 955; 16 Pa. Code § 41.103. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Rhode Island | Yes | R.I. Gen. Laws § 28-5-6. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| South Carolina | Yes | S.C. Code Ann. § 1-13-30. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| South Dakota | Yes | S.D. Admin. R. 20:03:09:12. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Tennessee | Yes | Tenn. Code Ann. § 4-21-408. | Employer must allow four months of leave for adoption, pregnancy, and childbirth. The employee is entitled to return to the same or similar position afterward. |
| Texas | Yes | Tex. Lab. Code Ann § 21.106. Tex. Loc. Gov’t Code § 180.004. |
Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Utah | No | ||
| Vermont | Yes | Vt. Stat. Ann. tit. 21, § 472. | Employer must allow up to twelve weeks of leave for pregnancy and childbirth. The employee is entitled to return to the same or similar position afterward. |
| Virginia | Yes | Va. Code § 2.2-3901. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| Washington | Yes | Wash. Admin. Code § 162-30-020. | Women disabled by pregnancy are entitled to the same rights as those with similar temporary disabilities. |
| West Virginia | Yes | W. Va. Code § 5-11B-2. | Employers must make reasonable accommodations for pregnant women with work-related limitations |
| Wisconsin | No | ||
| Wyoming | No |