Pregnancy Discrimination Representation
If you were fired, demoted, passed over, or denied a reasonable accommodation because you’re pregnant or recently gave birth, that may be unlawful discrimination. Thurgood represents employees in pregnancy discrimination charges — without the cost of a law firm.
Get a free evaluationSigns of pregnancy discrimination
Pregnancy discrimination often surfaces once your pregnancy becomes known:
Fired or demoted after disclosing
Your role changed for the worse soon after you announced your pregnancy.
Accommodation denied
Reasonable adjustments — lighter duties, breaks, a stool, time off — were refused.
Pushed out of opportunities
You were passed over for projects or promotions because of your pregnancy.
Forced onto leave
You were made to take leave you didn’t want or need.
Retaliated against
You were punished after requesting accommodation or complaining.
Not sure if what happened counts?
A free evaluation tells you where you stand — no cost, no obligation.
We negotiate a settlement with your employer
Settling directly with your employer is where we focus and where we specialize. Most matters can be resolved right here — privately, and faster than any filing.
Refine your story so it lands
We help you shape what happened into a clear, credible account that translates to the people deciding your case.
Strategize the approach
We read how the company and their attorney open discussions, and adapt our strategy to the way they negotiate.
Organize the evidence for impact
We identify the documentation that matters most and arrange it for maximum impact to close a deal.
If we can’t settle, we file and represent you
When a settlement can’t be reached up front, we pursue an award through the agency — and stay with you through every step of that process.
Prepare your filing
We convert your story and evidence into formal charge documents written to the agency’s standards.
Represent your interests with the agency
We become your point of contact, handling communications and deadlines throughout.
Prepare you for the investigator interview
We get you ready for the agency investigator’s questions so you can tell your account with confidence.
Prepare you for fact-finding conferences
We ready you for the conference where both sides present their version of events.
Prepare you for administrative law hearings
If your case reaches a hearing before an administrative law judge, we prepare you for that too.
Filing a charge with the EEOC
Federal discrimination claims are handled by the U.S. Equal Employment Opportunity Commission. Here’s how that process generally unfolds:
- 01
A charge is filed
A formal charge of discrimination is submitted to the EEOC, generally within 180–300 days of the act.
- 02
Your employer is notified
The EEOC notifies your employer of the charge and invites a written response.
- 03
Investigation or mediation
The agency may investigate the claim or offer voluntary mediation to resolve it early.
- 04
A determination is issued
The EEOC issues findings. Where it finds cause, it may pursue a settlement or conciliation.
- 05
Rights are preserved
If the matter isn’t resolved, the EEOC issues a Notice of Right to Sue — keeping your options open.
Filing with your state civil-rights agency
Most states have their own fair-employment agency and anti-discrimination law — often more protective than federal. Thurgood is authorized to represent state-level claims in the states below; everywhere else, we represent your claim federally before the EEOC. Your evaluation pins down exactly what applies where you work.
- 01
File with the state agency
States such as California (CRD) and New York (DHR) accept charges directly through their own civil-rights agencies.
- 02
Dual filing preserves both
A charge can usually be cross-filed so your federal and state rights are both protected at once.
- 03
Longer deadlines may apply
Several states allow far more time than the federal 300 days — in some, up to three years.
- 04
Broader coverage
State laws often reach smaller employers and a wider range of circumstances than federal law.
- 05
Investigation & resolution
The state agency investigates and may hold hearings or facilitate a settlement.
Two roads to an award
You don’t have to sue in civil court to be made whole. The administrative agency process can deliver the same kinds of awards — back pay, reinstatement, damages — through a different, more accessible path.
Both can result in a real award. The agency route is built to be reached without a law firm — which is exactly where Thurgood represents you.
Frequently asked
The Pregnancy Discrimination Act bars treating you worse because of pregnancy, and the newer Pregnant Workers Fairness Act requires reasonable accommodations for pregnancy and childbirth.
Examples include lighter duty, more frequent breaks, a place to sit, schedule changes, or time off to recover — unless it causes the employer significant difficulty or expense.
Not because of your pregnancy or leave. A termination timed to your pregnancy or leave can be challenged as discrimination or retaliation.
Generally 180–300 days for federal claims; some states allow longer.
No — Thurgood represents you before the agency without the cost of a law firm.
Facing harassment, retaliation,
or wrongful termination?
Answer a few questions to get feedback on your claim & schedule a free consultation with an experienced employee advocate.
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