Ferraro Vega Employment Lawyers can help you if you’re being discriminated against at your job in Seattle. Workplace discrimination takes many forms, and while it’s usually based on certain characteristics, it’s not always based on something permanent. Sometimes, it happens when you’re pregnant. This is obviously not something you need to tolerate, and our team can help you explore your options. Reach out today for a free consultation.
Do I Need a Lawyer if I’m Facing Pregnancy Discrimination at Work?
Pregnancy should be a time of support—not stress. But for many workers in Seattle, that’s not always the case. Some employers push back when pregnant employees ask for time off, light duty, or basic accommodations. Others start treating workers differently after they share the news.
If you’re being treated unfairly at work because you’re pregnant or recently gave birth, a lawyer can help you take the pressure off and understand what your options are. Here’s what our legal team can do for you:
- Explain your rights under Washington law and federal protections
- Help you document the discrimination in a way that strengthens your case
- Step in if your employer is denying accommodations or retaliating against you
- File a complaint or legal claim if needed to protect your job or benefits
- Make sure you’re not forced to choose between a paycheck and a healthy pregnancy
Even if you’re unsure whether what’s happening is “illegal,” it’s worth talking to us. The consultation is free—and you don’t have to figure this out alone.
Are You Protected From Pregnancy Discrimination at Work in Seattle?
In Washington, workers have strong protections under the Washington Law Against Discrimination (WLAD) and the federal Pregnancy Discrimination Act (PDA). That means if you’re pregnant—or recently gave birth—you have the right to be treated fairly at work. Your employer can’t:
- Deny you opportunities
- Refuse reasonable accommodations
- Punish you because of your pregnancy
Moreover, because pregnancy is considered a protected characteristic–just like your race, gender, age, or disability would be–it applies in any workplace or position. So, whether you work in an office, warehouse, or on your feet in retail, you have the legal right to a workplace that supports your health—not one that makes you choose between your job and a safe pregnancy.
When Does Unfair Treatment Because of My Pregnancy Become a Legal Problem?
Not every frustrating or awkward moment at work is illegal. But pregnancy discrimination crosses over into a legal problem when:
- You’re treated differently because of your pregnancy, childbirth, or related medical conditions.
- Your employer (like your manager or HR) knows about it and doesn’t take steps to fix the problem.
- You’re punished—either directly or indirectly—for requesting accommodations, medical leave, or asserting your rights. This could look like a demotion, fewer hours, less desirable assignments, or even being fired.
Once these elements are in play, it’s time to start thinking about your legal options.
What Legal Steps Can I Take After Pregnancy Discrimination?
Standing up for yourself—especially while pregnant or newly postpartum—isn’t easy. But if you’re experiencing pregnancy discrimination in Seattle, you do have legal options:
- File a complaint with the Washington Human Rights Commission (WHRC) – This is the state agency that enforces the WLAD. They investigate claims of pregnancy discrimination in the workplace and can step in if your rights were violated.
- File a federal complaint with the EEOC – The Equal Employment Opportunity Commission (EEOC) enforces federal laws, including the PDA. Filing here can lead to a settlement or a right-to-sue letter for a civil lawsuit.
- File a lawsuit – You may be able to file a civil lawsuit against your employer for financial damages—things like:
- Lost wages
- Missed promotions
- Emotional distress
- Attorneys fees and court costs
A lawsuit can also force workplace changes and help protect other pregnant workers down the line.
No matter which path you take,timing matters. Washington’s deadline to file a claim with the Human Rights Commission is generally six months from the date of the discrimination. If you’re filing with the EEOC, you typically have up to 300 days. And if you want to file a lawsuit, you have up to three years. But waiting too long could limit your options, even if the discrimination was serious.
That’s why it’s important to act early—and to start gathering any evidence that backs up your experience.
What Kind of Evidence Can Help My Pregnancy Discrimination Claim?
Even with something as obvious as a pregnancy, discrimination isn’t always blatant. In many workplaces, it shows up through subtle shifts—like suddenly being left off emails, reassigned to less visible work, or treated differently after asking for certain alterations to your job. Maybe no one says anything outright, but the tone changes. The support disappears. Your job becomes harder in ways that feel intentional.
But it’s all about the information you can get. Here’s a few examples of important pieces of evidence for your claim:
- Emails or texts – If you’ve asked for lighter duties, more breaks, or modified hours and your requests were ignored or rejected, keep records. These can show how your employer responded—or failed to respond.
- Doctor’s notes – If your healthcare provider recommended specific accommodations, those notes help show your pregnancy-related needs were legitimate and known to your employer.
- Screenshots or notes – Maybe you were suddenly moved off projects, had your hours cut, or your role shifted without explanation. Documenting those changes can show a pattern of retaliation or exclusion.
- Statements – If others saw or heard the way you were treated—or noticed changes after you disclosed your pregnancy—their input can strengthen your claim.
- Performance reviews – A sudden drop in your evaluations or disciplinary action that comes out of nowhere can signal a discriminatory motive.
- Disciplinary actions – If you were let go or disciplined, official paperwork can help clarify the timeline and how your employer justified their decision.
You don’t need all of these. Even a few pieces of evidence can make a big difference. Keep a personal timeline or journal of what’s happening, especially if you feel like something’s off. When the treatment shifts after you tell your employer you’re pregnant, that’s worth noting—even if it seems small in the moment.
Victims of Pregnancy Discrimination in Seattle Can Turn to Ferraro Vega Employment Lawyers
If you’re being treated unfairly at work because of your pregnancy, you’re not alone—and you don’t have to deal with it by yourself. Even with strong legal protections, discrimination still happens in Seattle workplaces.
At Ferraro Vega Employment Lawyers, we help workers understand their rights and take action when those rights are violated. We’ll explain your options, help you gather what you need, and stand by you every step of the way. Reach out today for a free consultation.
