What Ohio Employment Law Says About Pregnancy Discrimination

Pregnancy discrimination occurs when a woman is treated unfavorably because of her pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. In Ohio, specific laws and regulations protect employees from such discrimination, ensuring fair treatment in the workplace.

Ohio's pregnancy discrimination laws are largely aligned with federal laws, including the Pregnancy Discrimination Act (PDA), which is an amendment to Title VII of the Civil Rights Act of 1964. This federal legislation prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Employers in Ohio must treat pregnant employees the same as other workers who are similar in their ability or inability to work.

Under Ohio law, employers with 4 or more employees are required to comply with the Ohio Civil Rights Act. This law protects against discrimination based on sex, including pregnancy-related conditions. Additionally, the law mandates that employers provide reasonable accommodations for pregnant employees, as long as these accommodations do not impose an undue hardship on the employer.

Employers must also consider the implications of the Americans with Disabilities Act (ADA). If a pregnancy-related condition qualifies as a disability, the employer is obligated to provide reasonable accommodations. This may include altering work duties, allowing for frequent breaks, or modifying work schedules.

It’s essential for pregnant employees to be aware of their rights. If an employee believes she has faced discrimination, she should document any incidents and consider filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the Ohio Civil Rights Commission. These agencies are responsible for investigating claims of discrimination and can take appropriate actions against employers who violate the law.

Employers in Ohio also have obligations regarding maternity leave. The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid leave for the birth and care of a newborn. This federal law applies to companies with 50 or more employees and requires the employee to be employed for at least 12 months prior to taking leave.

In summary, Ohio's employment laws provide strong protections against pregnancy discrimination, emphasizing the need for equitable treatment and reasonable accommodations in the workplace. Pregnant employees should understand their rights and take action if they experience discriminatory practices. Employers must remain vigilant in their policies and practices to ensure compliance with both state and federal laws.