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 employees in Tampa, St. Petersburg, and across Florida face pregnancy discrimination when they’re denied simple accommodations like lifting limits, breaks, or time to pump. This guide explains your rights and what to do next so you can protect your job and your health. In 2026, those rights are even clearer than they were just a few years ago, because federal law now explicitly requires employers with 15 or more employees to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an undue hardship. Learn more from the EEOC here.

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

What Are Your Rights as a Pregnant Employee in Florida?

• If your employer treats you worse because of your pregnancy or related medical condition, that might be illegal discrimination.
• You may be entitled to reasonable accommodations (extra breaks, lifting limits, light duty, schedule tweaks) under federal law. For many workers, those protections are now reinforced by the Pregnant Workers Fairness Act, which gives employees a more direct path to ask for pregnancy-related accommodations at work.
• After birth, you may have the right to pump at work with break time and a private space (not a bathroom). Under the PUMP for Nursing Mothers Act (PUMP Act), many nursing workers are entitled to reasonable break time and a private, non-bathroom space for up to one year after birth. The U.S. Department of Labor explains those pumping protections here.
• Florida law also protects pregnancy as a form of sex discrimination, adding another layer of protection.
  

Important: These laws may only apply if your employer has 15 or more employees. 

Can Your Employer Deny Light Duty During Pregnancy? (Young v. UPS)

Real Example of Pregnancy Discrimination at Work

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.
At Wenzel Fenton Cabassa, P.A., our employment lawyers focus exclusively on representing Florida employees and have decades of experience handling complex workplace disputes, including pregnancy discrimination claims. Contact us today for a free, confidential case evaluation.

What It Means If Your Employer Denies Pregnancy Accommodations

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

That principle still matters in 2026, but it is no longer the only legal protection pregnant workers rely on. Today, many employees also have stronger accommodation rights under federal law when they need changes tied to pregnancy, childbirth, or related medical conditions.

If coworkers with similar limitations received help and you didn’t, that may be unlawful.  At Wenzel Fenton Cabassa, P.A., we know what to look for and how to turn that evidence into a strong claim.

Examples of Pregnancy Accommodations at Work

• 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)

These requests do not have to be overly formal to matter. What matters is that your employer understands you need a workplace accommodation because of pregnancy, childbirth, or a related medical condition.

What to Do If Your Employer Refuses to Accommodate Your Pregnancy

1. Document everything: dates, emails/texts, what you asked for, who said what.
2. Watch for retaliation (sudden write-ups, hours cut, demotion). Talk to a lawyer quickly, as deadlines can be short. 

At Wenzel Fenton Cabassa, P.A., we know how to evaluate these situations and identify when an employer’s conduct may cross the line. Early action can make a meaningful difference in how your claim is handled. Contact our Florida pregnancy discrimination lawyers today for a free, confidential case evaluation.

Warning Signs of Pregnancy Discrimination at Work

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? You should contact an experienced employment lawyer as soon as possible. At Wenzel Fenton Cabassa, P.A., we know how to assess these patterns and determine when legal protections may apply. Contact us today for a free, confidential case evaluation. 

Experiencing Pregnancy Discrimination at Work?

If you’ve been denied accommodations, demoted, or terminated after disclosing your pregnancy, your situation may raise legal concerns. Pregnancy-related workplace issues are often complex, fact-specific, and time-sensitive. At Wenzel Fenton Cabassa, P.A., we know how to hold employers accountable and pursue justice when they cross the line. Contact us today for a free, confidential case evaluation.

Please Note: At the time this article was written, the information contained within it was current based on the prevailing law at the time. Laws and precedents are subject to change, so this information may not be up to date. Always speak with a law firm regarding any legal situation to get the most current information available.

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