New York City Pregnancy Discrimination Protecting Employees. Fighting Back Against Injustice.

Pregnancy Discrimination Attorney in New York City

Employee-Only Representation for NYC Workers Facing Pregnancy Discrimination

Pregnancy discrimination remains common in New York City workplaces, affecting workers at every level from hourly employees to senior executives. Arcé Law Group has represented employees in New York City since 2011, handling thousands of employment law cases and securing millions in verdicts and settlements. We handle wrongful termination, denial of accommodations, demotion, reduced hours, and retaliation after announcing a pregnancy. We represent only employees, never employers, across all five boroughs.

Our consultations are free, confidential, and carry no obligation. We work on contingency: you pay nothing unless we first secure a financial settlement or verdict on your behalf.

If you believe your employer has taken action against you because of your pregnancy, call our New York City pregnancy discrimination attorneys today at (866) 426-7182 for a free, confidential consultation.

Why NYC Workers Choose Arcé Law Group

Bryan Arce served as a Judicial Intern at the Equal Employment Opportunity Commission under the Honorable Erin M. Stilp before founding our firm. That experience gave him direct insight into how discrimination charges are evaluated, and it shapes how we build cases from the first consultation forward. Bryan is a member of the Million Dollar Advocates Forum, limited to fewer than 1% of U.S. lawyers and reserved for attorneys who have won million and multi-million dollar verdicts and settlements. He was also selected as a Super Lawyers Rising Star from 2015 through 2018.

Our track record reflects that preparation. We have been part of trial teams securing a $2.5 million sexual harassment verdict, a $2.2 million race and retaliation verdict, a $2 million whistleblower retaliation settlement, and a $1.6 million verdict for religious and sexual orientation discrimination. We file claims with the EEOC and the New York State Division of Human Rights and litigate in state and federal courts throughout New York, including the U.S. District Courts for the Southern, Eastern, and Northern Districts of New York and the U.S. Court of Appeals for the Second Circuit. Our team includes Bryan S. Arce and Of Counsel attorneys Gregory Kirschenbaum, Jesse S. Weinstein, Christine Hintze, Laura Bellini, and Kelsey Tubman. We represent clients at every professional level and treat every client like family from consultation through case resolution.

Legal Protections for Pregnant Workers in New York City

NYC workers facing pregnancy discrimination have access to some of the strongest legal protections in the country, drawn from overlapping city, state, and federal law. Which laws apply to your situation determines where a claim is filed and what remedies are available.

Federal Law

The Pregnancy Discrimination Act (PDA) of 1978 amended Title VII of the Civil Rights Act and prohibits sex discrimination based on pregnancy, childbirth, or related medical conditions. It applies to employers with 15 or more employees. The federal Pregnant Workers Fairness Act (PWFA), enacted in 2023, separately requires those same employers to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions unless doing so causes undue hardship.

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for pregnancy-related conditions at employers with 50 or more employees.

New York State Law

The New York State Human Rights Law (NYSHRL), as amended effective February 8, 2020, prohibits all employers regardless of size from making employment decisions based on pregnancy. New York State also requires employers to provide nursing mothers with a private, non-bathroom space and reasonable break time to express breast milk at work.

New York City Law

The New York City Human Rights Law (NYCHRL) requires employers with four or more employees to provide reasonable accommodations for pregnancy, childbirth, or related health conditions. NYC law applies a lower standard for proving discrimination than federal law, making it the strongest available protection for most city workers. The New York City Commission on Human Rights investigates pregnancy discrimination complaints and can award compensatory damages, order reinstatement, and levy civil penalties against employers. Under the NYCHRL, most claims can be filed in city court within three years of the last discriminatory act without first exhausting administrative remedies.

What Counts as Pregnancy Discrimination in NYC

Pregnancy discrimination takes many forms. Each of the following employer actions can constitute a violation under city, state, or federal law:

Termination or demotion: Firing, demoting, reducing hours, denying promotions, or cutting pay because of pregnancy, childbirth, or a related medical condition
Refusal to hire: Declining to hire an otherwise qualified applicant because she is pregnant or planning to become pregnant
Forced leave: Requiring a pregnant employee to take leave when she is still able to perform her job duties
Excessive documentation demands: Requiring a pregnant employee to provide medical documentation not required of other employees in similar circumstances
Denial of lactation accommodations: Refusing to provide a lactation room or reasonable pumping break time, which is a separate violation under NYC law
Retaliation: Taking adverse action against an employee for requesting a pregnancy accommodation or filing a discrimination complaint

Protections extend beyond current pregnancy to past pregnancy, potential or intended pregnancy, childbirth, and related medical conditions. Pregnancy discrimination frequently intersects with gender discrimination, wrongful termination, and hostile work environment claims.

New York’s Paid Prenatal Leave Law

Effective January 1, 2025, New York law provides private-sector employees with an additional 20 hours of paid leave annually for prenatal healthcare services. This benefit is a standalone entitlement, separate from standard paid sick leave and other leave benefits. Employees may use it in hourly increments with no waiting period or accrual requirement. Employers who refuse to provide paid prenatal leave or retaliate against employees for requesting it may face legal action.

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“The best decision of my life was to walk through the doors of the Arce Law Group.”
The best decision of my life was to walk through the doors of the Arce Law Group. There is so much to say and not enough time or characters to fully describe my satisfaction, but overall it was a life changing experience. Christine, Bryan, and Cayetana treated me like I was family. They were open, honest, empathetic, and extremely supportive. Truly a dream team. They were sweet and authentically caring to the point that I never felt alone. Their attention to detail was on point throughout the entire process, and I got the results that I was hoping for. They exceeded my expectations by going above and beyond to advocate for me. I wish I could give them more than 5 stars because the way they championed on my behalf was out of this world. I would not hesitate to refer their services.

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“He was patient with me through this whole process and answered my million and one questions, which made me feel at ease knowing I made the right decision in choosing him to assist me.”

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“My lawyer Laura was so kind and sweet she made me feel like I knew her for years.”

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“It was clear from our first phone call that Gregory Kirschenbaum’s compassion and devotion to his line of work were unfeigned.”

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“Went to Arce Law Group for my Employment Discrimination case and was taken aback by the care and hard work put into my case.”

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“Mr.Arce not only swiftly replied to my inquiry, but he also spent the time to write out a detailed response to my inquiry and guide me and how to proceed forward.”

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“Max Bracero was my attorney and I recommend him to anyone who needs an employment lawyer.”

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Pregnancy Discrimination Representation Built Around Your Outcome

Because we represent only employees and never employers, there are no conflicts of interest. Every resource we bring to a case goes toward protecting your rights. Our contingency fee structure means you owe nothing unless we first secure a financial settlement or verdict on your behalf. That alignment matters: our interests and yours are aligned.

Workers who experience pregnancy discrimination often fear retaliation or job loss for coming forward. Our consultations are private, judgment-free, and carry no obligation, so you can understand your options before deciding on any next step. Since 2011, we’ve handled thousands of cases and secured millions in verdicts and settlements for employees facing harassment, retaliation, and workplace discrimination.

We are licensed in New York, New Jersey, Pennsylvania, Washington D.C., and Georgia, with admissions across multiple federal courts including the Second Circuit. We are members of the National Employment Lawyers Association of New York and the American Bar Association. Clients consistently describe our team as responsive, attentive, and compassionate throughout the process.

Talk to a NYC Pregnancy Discrimination Lawyer at No Cost

If your employer has taken action against you because of your pregnancy, you have rights under some of the strongest anti-discrimination laws in the country. Schedule a free, confidential consultation by phone or through our online contact form to discuss the details of your situation with no obligation.

We work on contingency, so there’s no financial barrier to getting started. Call our pregnancy discrimination lawyers serving New York City at (866) 426-7182 to speak with our team today.

Filing a Pregnancy Discrimination Claim in New York City

NYC workers can file pregnancy discrimination claims through several channels. The right approach depends on where you work, the size of your employer, how much time has passed since the discriminatory act, and whether related claims such as retaliation or wrongful termination are involved.

EEOC and New York City Commission on Human Rights

Under federal law, a charge with the EEOC generally must be filed within 300 days of the discriminatory act in New York, which has a state agency. The NYCHRL provides a longer window: most city law claims may be filed within three years of the last discriminatory act, making it the more protective deadline for most NYC workers. Filing a complaint with the New York City Commission on Human Rights can allow simultaneous protection under city, state, and federal law. The EEOC and the Commission may investigate the charge, attempt mediation, and issue a right-to-sue letter if the matter isn’t resolved administratively.

Litigation in State and Federal Court

If administrative proceedings don’t resolve the matter, a pregnancy discrimination lawsuit can be filed in New York City state court or federal court. We are admitted to the U.S. District Courts for the Southern, Eastern, and Northern Districts of New York, covering all NYC federal court venues, as well as the U.S. Court of Appeals for the Second Circuit. Most cases settle before trial, but our track record of million-dollar verdicts reflects our readiness to take cases as far as necessary.

Available remedies in NYC pregnancy discrimination cases can include back pay, lost future wages, compensatory damages for emotional distress, reinstatement, attorneys’ fees, and civil penalties against the employer. These claims frequently involve intersecting issues of retaliation, hostile work environment, or wrongful termination, and that combination affects which forum and legal strategy is most effective.

Practical First Steps if You’ve Experienced Pregnancy Discrimination

Taking the right steps before contacting your employer or any agency can significantly affect your case. Consider the following:

Document incidents as they occur: Record the date, time, who was present, and exactly what was said or done
Preserve communications: Save emails, texts, performance reviews, and scheduling records before they can be altered or deleted
Track the timeline: The date your employer learned of your pregnancy and the date any adverse action occurred is often central to proving a causal connection
Know your disclosure rights: You’re not required to disclose your pregnancy to an employer unless it directly affects your ability to perform your job duties
Consult an attorney early: Speaking with a lawyer before filing with any agency lets you understand your options across all available legal forums and choose the approach that may best protect your job and your income

We offer free initial consultations to review the details of your situation and outline your legal options with no obligation. The sooner you act, the more options you’ll have.

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Take the First Step Toward Justice If you’ve experienced sexual harassment, retaliation, or workplace misconduct, you don’t have to face it alone. Contact Arce Law Group today for a free, confidential consultation. We’ll listen, guide you through your options, and fight to protect your rights.

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