The summaries below explain federal and Minnesota employment laws in everyday language. They are general information only, not legal advice. Every situation is different. If you believe your rights have been violated, talk to an employment attorney about the facts of your case.
Federal law. The Pregnancy Discrimination Act of 1978 makes it illegal to discriminate against an employee because of pregnancy, childbirth, or related medical conditions. In simple terms, employers must treat pregnancy the same way they treat other temporary medical conditions. If an employer gives light-duty work or leave to employees with other short-term disabilities, it must offer the same to pregnant employees who need it. In an important Supreme Court case, Young v. United Parcel Service, a pregnant delivery driver was denied light duty even though the company gave light duty to other groups of workers. The Court said she deserved the chance to prove her case.
Courts have also held that conditions connected to pregnancy — such as breastfeeding and lactation — are protected. Firing or punishing an employee because she needs to breastfeed or pump can be illegal discrimination.
The federal Act does not require employers to give pregnant workers better treatment than other employees, and it does not by itself guarantee leave. But other laws often fill that gap.
Minnesota law. Minnesota actually acted before Congress did. The Minnesota Human Rights Act (MHRA) bans pregnancy discrimination in hiring, firing, benefits, and all other terms of employment. Minnesota law goes further than federal law in several ways. The Women's Economic Security Act requires employers to give pregnant employees reasonable accommodations such as more frequent restroom, food, and water breaks; seating; limits on heavy lifting; and temporary transfer to a less strenuous or less hazardous job. Employers must also give nursing mothers break time and a private space to pump. And Minnesota's parental leave law requires employers to provide time off for pregnancy, birth, or adoption.
These summaries reflect the law as described in current legal reference materials and are provided for general education. Laws change, deadlines are strict, and small facts can make a big difference. If you have questions about your specific situation, begin a free case evaluation to discuss your situation.