Fort Worth Pregnancy Discrimination Lawyer
Standing up for pregnant employees, new parents, and caregivers
Pregnancy should be celebrated — not punished. If your employer refuses reasonable accommodations, cuts your hours, forces you onto leave, or fires you after you share your news, that is not just unfair. It may be illegal. We are here to listen, explain your options in plain language, and fight to protect your job, your health, and your family’s future.
Your rights under Texas and federal law
Pregnant and postpartum workers are protected by multiple laws, including:
- Title VII / Pregnancy Discrimination Act (PDA): Employers cannot discriminate because of pregnancy, childbirth, or related medical conditions.
- Pregnant Workers Fairness Act (PWFA): Requires employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related conditions, absent undue hardship.
- ADA (when applicable): Pregnancy-related complications (e.g., gestational diabetes, preeclampsia) can trigger disability protections.
- FMLA (when eligible): Job-protected leave for childbirth and bonding or serious health conditions.
- Texas Labor Code Chapter 21: State-level protections against discrimination and retaliation.
Employers must engage in a good-faith interactive process to identify accommodations and are prohibited from retaliation when you assert your rights.
What pregnancy discrimination looks like
Forced leave or termination
Pushing you out after you disclose pregnancy or upon return from leave, or insisting you “take leave” instead of accommodating restrictions.
Denied accommodations
Refusing light duty, lifting limits, more frequent breaks, seating, water access, or schedule adjustments — especially when similar accommodations are provided to others.
Pay, hours, and position cuts
Reducing hours, demoting you, or reassigning desirable accounts or shifts because you are pregnant or recently gave birth.
Leave and attendance problems
Counting pregnancy-related appointments or recovery time against you, denying FMLA when you qualify, or penalizing protected absences.
Lactation issues
Failing to provide reasonable break time and a private, non-bathroom space to express milk.
Hostile work environment
Comments about your body, assumptions that you can’t do your job, pressure to ignore medical restrictions, or “jokes” about motherhood and commitment.
Retaliation
Discipline or termination after requesting accommodations, reporting harassment, or taking protected leave.
Reasonable accommodations that often help
- Light duty or temporary lifting restrictions
- Additional restroom, water, or meal breaks
- Seating or ergonomic modifications
- Flexible schedules, telework where feasible, or time for prenatal/postnatal appointments
- Temporary reassignment of hazardous tasks
- Reserved parking or accessible routes
- Short-term leave when needed and job-protected leave when eligible
You do not need magic words to ask for help. A simple written request describing what you need and why is enough to start the process.
EEOC, TWC, and deadlines
Most pregnancy discrimination and retaliation claims must begin with a charge to the EEOC or the Texas Workforce Commission Civil Rights Division. Deadlines can be short — as little as 180 days, and often up to 300 days in Texas. Other claims (like wage, leave, or contract issues) can have different timelines. Contact us quickly so we can protect your rights.
How we build your case
We move fast to secure evidence employers control.
- Documents and data: emails, texts, chat logs, schedules, time and pay records, policies, handbooks, job descriptions, performance reviews
- Accommodation file: doctor’s notes and restrictions, your written requests, HR responses, and interactive-process communications
- Comparators: proof that coworkers outside your situation received better treatment or accommodations
- Witnesses: coworkers, supervisors, and HR personnel
- Leave and benefits records: FMLA paperwork, disability/parental leave, benefits changes
- Agency process: charge drafting, responses, mediation, and right-to-sue coordination
What your recovery can include
- Back pay and lost benefits
- Reinstatement or front pay when reinstatement is not feasible
- Compensatory damages for emotional distress
- Punitive or liquidated damages where the law allows
- Attorneys’ fees and court costs
- For related wage issues, unpaid wages and overtime with possible double damages
We do not accept quick offers that ignore the full impact on your health, career, and family. We fight for every dollar you deserve.
What to do now
- 1. Write a timeline of key events with dates, names, and what was said.
- 2. Request accommodations in writing and keep copies of doctor’s notes and HR responses.
- 3. Save evidence: emails, texts, schedules, policies, reviews, and pay records.
- 4. Report concerns in writing through company channels and keep copies.
- 5. Do not sign severance or releases until we review them.
- 6. Call us promptly so short filing deadlines do not pass.
Why choose us
Focused advocacy
We represent people, not corporations. Your goals guide our strategy from day one.
Resources to go the distance
We secure the records and experts your case needs. Employers and insurers know we are ready for court.
Always trial-ready
We prepare every case as if a jury will hear it. That preparation creates leverage in negotiations and strength in the courtroom.
Personal attention
You work directly with our attorneys. You will always know what is happening and why.
Results that matter
We pursue outcomes that restore financial stability, protect your reputation, and help you move forward.
Practice Areas
Talk with a Fort Worth Pregnancy Discrimination Lawyer Today
You do not have to face this alone. The sooner you contact us, the sooner we can protect your rights and build the strongest case possible.
Call (817) 335-9700 or email us to schedule your free consultation. We’ll review your case, explain your rights, and outline the path to maximum compensation.
Serving Fort Worth, Arlington, North Richland Hills, Haltom City, and all of Tarrant County
Past results do not guarantee future outcomes. The choice of a lawyer is an important decision and should not be based solely on advertisements.