Pregnancy Discrimination in Florida: What the Supreme Court’s Decision Means for You (2025)

If you’re pregnant or just had a baby and work suddenly feels hostile or unsafe, you are not alone. Many women in Tampa, St. Petersburg, and across Florida face pregnancy discrimination in Florida when they’re denied simple help like lifting limits, breaks, or time to pump. This guide explains your rights in plain English and what to do next so you can protect your job and your health.

Ready to talk confidentially about your situation? Contact Wenzel Fenton Cabassa, P.A., for a free, no-pressure case review.

A Quick Snapshot of Your Rights

• You can’t be treated worse because you are pregnant. That’s illegal discrimination.
• You can ask for reasonable accommodations (extra breaks, lifting limits, light duty, schedule tweaks) under federal law.
• After birth, you have rights to pump at work with break time and a private space (not a bathroom).
• Florida law also protects pregnancy as sex discrimination, adding another layer of protection.

The Case Behind the Headlines In Plain English (Young v. UPS)

What happened

Peggy Young, a UPS driver, became pregnant and had a doctor’s restriction: no lifting over 20 lbs. Instead of moving her to lighter tasks, UPS put her on unpaid leave, and she lost her benefits. She argued that other workers with similar physical limits got different treatment. (Sound familiar?) This led to the Supreme Court case Young v. United Parcel Service. 

Why it still matters to you

The Supreme Court said employers cannot use policies that help other workers with temporary limits but exclude pregnant workers without a strong reason. In short, if the company gives light duty or flexibility to others with similar restrictions, it likely needs to do the same for you as an expecting mother.

If coworkers with similar limitations received help and you didn’t, save those examples; this could be crucial evidence. Schedule your free consultation today!

Reasonable Accommodations You Can Ask For

• Lifting limits or light duty
• Extra bathroom/water breaks, a chance to sit or stand as needed
• Schedule adjustments or time for prenatal/postpartum appointments
• Temporary reassignment of tasks you can’t safely do during pregnancy
• Time and a private space to pump after you return (not a bathroom)

What If Your Employer Says “No” (or Punishes You)?

1. Document everything: dates, emails/texts, what you asked for, who said what.
2. Follow up in writing, asking for the reason and offering options (e.g., “Can we try light duty or schedule changes?”).
3. Watch for retaliation (sudden write-ups, hours cut, demotion). That is also illegal.
4. Talk to a lawyer quickly, as deadlines can be short.

Bring whatever you have: notes, screenshots, doctor’s orders. We will help you build a simple timeline and plan your next step.

Florida Law Gives You Extra Protection

Florida treats pregnancy discrimination as sex discrimination under the Florida Civil Rights Act (FCRA). That works alongside federal protections, giving you additional paths to relief in Tampa, St. Petersburg, and statewide.

Real-World Red Flags to Watch For

If you’re seeing these, it’s time to act:

• Suddenly being denied basic accommodations after telling your boss you’re pregnant
• Pressure to take unpaid leave you don’t want or to “come back after the baby”
• Unsafe assignments (heavy lifting, chemicals) despite a doctor’s note
• No break time or private space to pump, or being told to use a bathroom
• Write-ups or schedule changes that begin after you disclose pregnancy

Any one of these is a red flag. Two or more? Let’s talk today about a plan that lowers your stress and protects your job.

What to Bring to a Free Consultation

• Doctor’s note or restrictions (even a short one helps)
• Timeline: when you told your employer, what you asked for, and responses
• Messages/policies: emails, texts, handbook pages
• Pay stubs/schedules if hours or pay changed after you disclosed pregnancy

Do not stress if this isn’t perfect or if you don’t have everything in order. Bring what you have; we will do the heavy lifting.

FAQs

Do I have to be “disabled” to get help?
No, pregnancy-related limitations can be accommodated even if they aren’t disabilities. Ask for what you need to work safely.

Can I get light duty?
Often, yes, especially if the employer gives light duty to others with similar limits (e.g., injuries). That’s where Young v. UPS helps your case.

What are my pumping rights?
Most workers get reasonable break time and a private, non-bathroom space to pump for up to one year after birth. If that’s not happening, it’s time to speak up! We can coach you on the next steps or handle the conversation for you.