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The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII.
Pregnancy Discrimination Act of 1978. An Act. To amend Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy. Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled,
Pregnancy discrimination is against the law. The EEOC enforces three federal laws that protect job applicants and employees who are pregnant. The first law is Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act, which is called “Title VII.”.
The Pregnancy Discrimination Act (PDA) of 1978 (Pub. L. Tooltip Public Law (United States) 95–555) is a United States federal statute. It amended Title VII of the Civil Rights Act of 1964 to "prohibit sex discrimination on the basis of pregnancy."
The Pregnancy Discrimination Act of 1978, which amended Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq., prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
The oldest of these, the Pregnancy Discrimination Act (PDA), generally protects job applicants and employees from adverse action—for example, firing, demotion, refusal to hire, or forced leave— because of pregnancy or related conditions.
Beginning June 27, 2023, under the federal Pregnant Workers Fairness Act (PWFA), covered workers have a right to reasonable accommodations for limitations related to pregnancy, childbirth, and other related medical conditions unless it would be an undue hardship to their employer.