Pregnancy Discrimination Act (1978)

1) Link to the Text of the Act
Read the statute (42 U.S.C. § 2000e(k))

2) Why It Was Done
The Act was passed to amend Title VII of the Civil Rights Act of 1964 to clarify that discrimination based on pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination.

3) Pre-existing Law or Constitutional Rights
Before the Act, courts often held that pregnancy discrimination was not covered by Title VII. This law explicitly extended protections to ensure women were not forced out of jobs due to pregnancy.

4) Overreach or Proper Role?
Supporters argue it was a necessary clarification to protect women’s workplace rights. Critics, primarily employers, claimed it imposed new costs and obligations around leave and accommodations.

5) Who or What It Controls

• Employers with 15 or more employees
• Employment agencies and labor organizations
• Employees and applicants protected from discrimination due to pregnancy

6) Key Sections / Citations

• 42 U.S.C. § 2000e(k): Defines pregnancy discrimination as unlawful sex discrimination under Title VII

7) Recent Changes or Live Controversies

• Litigation continues around what counts as a “reasonable accommodation”
• In 2023, the Pregnant Workers Fairness Act expanded requirements for accommodations
• Ongoing debates about parental leave policies and workplace equality

8) Official Sources

• U.S. Code – 42 U.S.C. § 2000e(k)
• EEOC – Pregnancy Discrimination
• U.S. Department of Labor – Employment Rights for Pregnant Workers

• Civil Rights
• Employment
• Pregnancy
• Women
• Equality