Morristown, NJ employment law attorney Claudia Reis talks about the trends she sees in the law pertaining to pregnancy discrimination. She notes that for many years, the pregnancy discrimination cases she handled typically involved women who were excelling in their careers—receiving promotions, raises, and positive feedback—only to have their advancement abruptly halted when they became pregnant or took maternity leave. The moment pregnancy entered the picture, their professional opportunities often disappeared, and their performance was suddenly criticized.

In recent years, however, she has observed a notable shift in pregnancy discrimination claims. Increasingly, cases involve employers failing to provide reasonable accommodations for pregnancy-related conditions. Examples include denying adequate breaks for water, refusing rest periods, or making employees feel penalized for attending frequent medical appointments associated with pregnancy.

Moreover, upon returning from maternity leave, pregnant employees are legally entitled to a private, secure, and safe space to express breast milk. She has consistently seen employers fail to provide these accommodations—sometimes instructing employees to use the bathroom or their cars for pumping, which does not meet legal requirements. This trend reflects a growing area of pregnancy discrimination claims, highlighting the importance of workplace compliance with accommodations for pregnant employees.