Protecting Your Career and Your Family: A Guide to Pregnancy & Lactation Rights in New York

Starting or growing your family is a joyous and life-changing event. It should not, however, come at the cost of your career. Expectant and new mothers have strong legal protections against discrimination and are entitled to specific accommodations to support their health and their family’s needs. Unfortunately, many employers in New York City and Long Island still operate on outdated assumptions, penalizing female employees for their decision to have a child.

If you have been demoted, denied opportunities, or terminated because of your pregnancy, or if your employer is refusing to provide you with the time and space you need to pump breast milk, you are not just being treated unfairly—your rights are being violated. For over 35 years, the employment attorneys at Leeds Brown Law, P.C., have been fierce advocates for working mothers. We are dedicated to fighting **Nassau County pregnancy discrimination** and ensuring that employers across the five boroughs and Suffolk County adhere to the law, allowing you to thrive both professionally and personally.

What is Pregnancy Discrimination?

Pregnancy discrimination is a form of illegal sex discrimination. It involves treating a woman unfavorably in any aspect of employment because of pregnancy, childbirth, or a related medical condition. Federal, New York State, and New York City laws make this conduct illegal. This protection applies to all aspects of the employment relationship, including:

• Hiring: An employer cannot refuse to hire you because you are pregnant or because you may become pregnant in the future.
• Firing: Your pregnancy cannot be a factor in a decision to terminate your employment. Being **fired after maternity leave on Long Island** is a major red flag for illegal retaliation.
• Promotions and Assignments: You cannot be passed over for a promotion or given less desirable assignments because of your pregnancy.
• Pay and Benefits: Your salary and benefits must not be negatively impacted by your pregnancy or parental leave.
• Forced Leave: An employer cannot force you to take leave or stop working as long as you are able to perform your job.

Discrimination can be subtle. It may sound like, “This project is too stressful for an expectant mother,” or “Maybe you should focus on your family now.” These paternalistic and illegal attitudes can wrongfully stall a woman’s career.

Your Right to Reasonable Accommodations During Pregnancy

Under New York City and State law, employers are required to provide reasonable accommodations for needs related to pregnancy, childbirth, and postpartum recovery, unless doing so would cause an “undue hardship” for the employer. This is a critical aspect of your **pregnancy rights at work**. You do not need to be disabled to be entitled to these accommodations.

Examples of reasonable accommodations include:

• More frequent or longer breaks.
• A modified work schedule.
• Temporary transfer to a less strenuous or less hazardous position.
• Providing a stool or allowing you to sit more frequently.
• Assistance with manual labor.
• Time off for prenatal appointments.

Your employer must engage in a cooperative dialogue with you to find a suitable accommodation. They cannot simply deny your request without a valid reason.

Job-Protected Leave: FMLA and NY Paid Family Leave

One of the biggest concerns for new parents is taking time off to care for their child without losing their job. Two key laws provide this protection:

1. Family and Medical Leave Act (FMLA): This federal law provides eligible employees of covered employers with up to 12 weeks of unpaid, job-protected leave per year for the birth and bonding of a newborn child. Your employer must maintain your health benefits during this leave. An experienced **FMLA for pregnancy NYC** lawyer can help determine if your employer and you are covered.
2. New York Paid Family Leave (NYPFL): This landmark state law provides eligible employees with up to 12 weeks of paid, job-protected leave to bond with a new child. The leave is funded through employee payroll deductions, and it provides a portion of your average weekly wage. This is a powerful right for new parents across New York.

Upon your return from FMLA or NYPFL, you must be reinstated to your same or a virtually identical position. If you are demoted or your job is given away, it may constitute illegal retaliation.

Lactation Accommodations: Your Right to Pump at Work

Returning to work does not mean you have to give up breastfeeding. New York law provides some of the strongest protections in the country for nursing mothers. Under state law, employers must provide reasonable unpaid break time (or allow you to use paid break time) to express breast milk for up to three years following the birth of your child.

Furthermore, your employer must provide a private space for you to pump. The requirements for this **lactation accommodation in NY** are specific:

• The space cannot be a restroom or toilet stall.
• It must be a location shielded from view and free from intrusion from coworkers and the public.
• It must be clean and well-lit.
• The space must contain a chair and a small table or other flat surface.
• It must be located in reasonable proximity to your work area.

An employer’s failure to provide these basic accommodations is a violation of the law.

Contact a New York Pregnancy Discrimination Lawyer Today

Navigating your rights as an expectant or new mother can be overwhelming, especially when facing an unsupportive employer. You do not have to fight this battle alone. The attorneys at Leeds Brown Law, P.C., are passionate about protecting the rights of working mothers and holding discriminatory employers accountable.

Whether you are in Queens, Brooklyn, Manhattan, the Bronx, Staten Island, or anywhere in Nassau or Suffolk County, we are here to help. We can evaluate your situation, explain your legal options, and fight for the justice and compensation you deserve. Contact us today for a free and completely confidential consultation. Call us at (516) 873-9550 or fill out our online contact form to get started.