I am dedicated to my career growth – is it a risk to have a baby now?

Many working women are hesitant to get pregnant in fear of losing their jobs. However, employers cannot fire you or discriminate against you because of your pregnancy in any way. In fact, for companies with over 15 employees, such a discriminatory act is illegal, and pregnant employees cannot be forced to leave as long as they can continue to carry out the main functions of their jobs. Keep reading to find out what your rights are and why it should not be considered a risk to have a baby even when you are career-focused.

Know and Exercise Your Rights

Although pregnancy itself is not considered a disability, under the Pregnancy Discrimination Act (PDA), pregnant employees should be treated as employees with disabilities. Under this act, past, current, and potential pregnancy are all protected from discrimination, and employers cannot demote or fire their employees. If a pregnant worker recovers from a pregnancy-related condition, the employer cannot ask the worker to remain on leave until she gives birth.

Moreover, you must also have access to the same medical benefits and disability insurance that other employees with medical conditions have. If you are unwell, you can take your maternity leave before you give birth, and your job will remain protected for 12 weeks under the Family and Medical Leave Act (FMLA). If at any time you feel that there has been a violation of your rights, make sure to file a charge within 180 days, and the Equal Employment Opportunity Commission (EEOC) will take care of the rest. If you ever feel harassed, do not hesitate to report the incident immediately. It is illegal for the company to punish you for filing a charge or contacting the EEOC in any way.

Sweet Tips from Ally

If you are employed and thinking about getting pregnant, make sure to keep these tips in mind:

• Let your employer be the first one to know you are pregnant before you tell your other co-workers. It’s always best for the employer to hear it from you first.
• Plan your maternity leave early on and make any necessary adjustments later on.
• Each company may have its own maternity leave policies. Make sure to talk to your HR and ask questions like: Does the company offer paid maternity leave? What does my health insurance cover? What services and programs does the company offer to new moms? Are there lactation rooms available in the workplace?