Pregnancy Discrimination Attorney Arlington

Legal Support For Pregnant Workers Facing Unfair Treatment

When you are pregnant or recovering from childbirth, you should be able to focus on your health and your family, not worry about losing your job or being pushed out of your career. If your employer has cut your hours, denied reasonable changes to your duties, or treated you differently after learning you are pregnant, you may need guidance from an experienced pregnancy discrimination attorney Arlington employees can turn to for help.

At Pitre & Associates, we represent federal and private sector employees who suspect that their employer is violating their rights during pregnancy or after childbirth. Our attorneys have more than 15 years of experience focused on federal employment law and discrimination, and we work to empower clients with clear information and practical options. We offer a free initial consultation so you can speak with our team and understand your choices before you decide how to move forward.

Support For Pregnant Workers Facing Discrimination

Many of the clients who come to us in Arlington and throughout Northern Virginia never expected to face problems at work because of a pregnancy. They may have strong performance reviews and a history of commitment to their employer, yet things change once they share the news that they are expecting or request time away for prenatal appointments. Hours may be reduced, schedules may be shifted in ways that are hard to manage, or opportunities for advancement may suddenly disappear.

Others find that their supervisor treats them differently after they ask for a short term adjustment or light duty based on medical advice. They might be told to go on unpaid leave rather than receive a modest schedule change, or they may hear comments that suggest pregnancy is an inconvenience to the workplace. In more serious cases, employees are disciplined for minor issues that were overlooked before, or they are terminated soon after they disclose their pregnancy or return from leave.

These situations can create an immediate strain on income, health benefits, and family stability at a time when stability matters most. Our firm listens carefully to what has happened, helps you sort through the facts, and explains when patterns of unfair treatment may rise to the level of illegal pregnancy discrimination. We strive to provide a calm, steady presence so that you do not have to navigate this stressful period on your own.

Why Choose Our Firm For Pregnancy Discrimination Cases

Choosing the right legal team is an important step when you are considering action against an employer or federal agency. At Pitre & Associates, our attorneys focus on federal employment law and Title VII discrimination cases, which includes claims involving pregnancy, childbirth, and related medical conditions. This focus means we are familiar with the statutes, regulations, and procedures that shape how these cases move forward, particularly for employees in and around Arlington who work for federal agencies, contractors, and private employers.

For more than 15 years, we have represented employees in Washington, D.C., Northern Virginia, and Southern Maryland in discrimination, wrongful termination, and whistleblower matters. During that time, we have secured substantial compensation and other meaningful outcomes for many clients. While each case is unique and results depend on the facts, this history reflects our commitment to thorough preparation and persistent advocacy on behalf of workers who have been treated unlawfully.

Our attorneys bring experience from corporate, criminal, and civil practice, which helps us understand how employers analyze risk and respond to internal complaints or legal claims. We combine that perspective with a client centric approach that emphasizes clear communication and tailored strategies. From your first consultation through any hearings or appeals that may follow, we work to ensure that you understand your rights, your options, and the potential consequences of each decision.

Recognizing Pregnancy Discrimination At Work

One of the most common questions we hear from pregnant employees is whether what they are experiencing actually counts as illegal discrimination. In general terms, federal law prohibits employers from treating an employee unfavorably because of pregnancy, childbirth, or a related medical condition. Pregnancy is treated as a condition that must be handled in a way that is consistent with how the employer treats other workers who are similar in their ability or inability to work.

Pregnancy discrimination can take many forms. Some examples include refusing to hire or promote someone because they are pregnant, cutting hours or changing assignments in a way that harms the employee after learning they are expecting, or disciplining a pregnant worker more harshly than others for the same conduct. For employees recovering from birth or dealing with pregnancy related complications, denial of reasonable schedule adjustments or leave that is made available to others can also raise legal concerns.

Hostile comments or pressure to step down from a position because of pregnancy can be warning signs as well, particularly when they come from supervisors or decision makers. That said, every situation is fact specific, and not every difficult workplace issue is unlawful. Our role is to examine the details of your experience, compare them to what the law protects, and help you understand whether you may have a claim worth pursuing.

What To Do If You Suspect Pregnancy Discrimination

If you believe you are facing unfair treatment at work because of pregnancy or related medical needs, it can be hard to know what to do next. Taking a few careful steps early can make a significant difference in how your situation is evaluated later. These steps also help protect you if the situation worsens or if your employer tries to justify its actions in a way that does not match what you experienced.

Document What Is Happening

First, begin keeping a written record of events. Note dates, times, who was involved, and what was said or done. Save emails, text messages, and performance reviews, including positive feedback you received before any problems started. If your doctor has recommended restrictions or schedule changes, keep copies of those notes in a private place.

Communicate Carefully With Your Employer

Next, consider how you communicate with supervisors or human resources about what is happening. When possible, use written communication that is factual and avoids overly emotional language. This can help create a clear record of your requests and the responses you receive. Before filing an internal complaint or formal charge, many employees find it helpful to speak with an employment lawyer who can explain the potential risks and benefits of different paths.

Be Aware Of Deadlines & Procedures

Deadlines can be particularly strict for federal employees who must contact an agency EEO counselor within a short period of time after certain events. Employees of private companies who wish to pursue a claim under federal law also need to follow specific filing timelines, often through the Equal Employment Opportunity Commission. Our firm can help you understand which deadlines may apply in your situation so that you can make informed decisions without losing important rights.

How Our Attorneys Guide Arlington Employees Through The Process

When you reach out to a pregnancy discrimination lawyer Arlington residents trust with sensitive workplace problems, you should know what to expect. At Pitre & Associates, the free initial consultation is an opportunity for you to share your story and for us to ask focused questions about your job, your performance history, and the events that concern you. We listen carefully, review any documents you can provide, and identify potential legal issues and timelines.

After that discussion, we explain the options that may be available to you. These may include seeking informal resolution within your workplace, using internal complaint procedures, engaging in the federal EEO process if you are a federal employee, or filing a charge with an external agency such as the Equal Employment Opportunity Commission. The most appropriate path can depend on your employment status, the type of employer, how recently events occurred, and your personal goals for your career and family.

If you decide to work with our firm after the consultation, we develop a strategy that fits your circumstances. Our attorneys can assist in evaluating and organizing evidence, preparing you for meetings or interviews related to your complaint, and representing you in negotiations, mediations, hearings, or appeals, when representation is appropriate and we are retained. Throughout, we focus on keeping you informed with regular updates and clear explanations, so you never feel that decisions are being made without your input.

Because we represent both federal and private sector employees in Washington, D.C., Northern Virginia, and Southern Maryland, we are familiar with the systems and agencies that often play a role in these cases. Many employees in and around Arlington work for federal offices or government contractors, and the procedures in those environments can differ from those in purely private workplaces. Our understanding of these structures helps us anticipate procedural considerations and timing issues that may affect the way your matter unfolds.

Protecting Your Career & Family During A Difficult Time

Pregnancy discrimination does not occur in a vacuum. The choices you make about your job while pregnant or recovering from childbirth affect your income, your health care coverage, and your long term career path. They can also affect your family’s stability at a time when you are preparing to welcome a new child or care for a newborn. Our attorneys take these broader concerns seriously when we evaluate potential options with you.

Depending on the facts of a case, potential legal goals may involve seeking compensation for lost wages or benefits, challenging a termination, negotiating changes in working conditions, or working toward a resolution that allows you to move on from a hostile environment on terms that are more favorable than what was initially offered. The law does not guarantee any particular outcome, and results are highly dependent on evidence, timing, and the willingness of parties to engage in resolution. However, a thoughtful legal strategy can help identify realistic objectives and steps to pursue them.

We strive to align our approach with both your immediate needs and your long term interests. For some clients, remaining in their current role with improved conditions is a priority. Others prefer to focus on separating from the employer in a way that aims to minimize financial harm and protect future opportunities. By understanding your priorities, we can tailor our guidance and work to reduce some of the stress that pregnancy related workplace issues often cause.

Frequently Asked Questions

How do I know if my treatment is pregnancy discrimination?

Pregnancy discrimination generally occurs when an employer treats you unfavorably because you are pregnant, have given birth, or have a related medical condition. You might see this in decisions about hiring, firing, promotion, job assignments, training, benefits, or discipline that change after your employer learns you are pregnant. For example, if your hours are cut or you lose a key assignment soon after you disclose your pregnancy, and the reasons given do not match your prior performance history, that can be a warning sign.

It is also important to consider how your employer treats other employees who are similar in their ability or inability to work. If non pregnant employees with medical limitations receive schedule changes or temporary adjustments, but your reasonable requests are denied, that difference in treatment may support a claim. Because every workplace and fact pattern is different, our attorneys review the details with you and compare them to legal standards so you can understand whether your experience may fall under pregnancy discrimination laws.

Can my employer fire me while I am pregnant?

An employer is not automatically prohibited from making any job changes involving a pregnant employee, but it cannot legally fire you because you are pregnant or because you requested protections related to pregnancy, childbirth, or a related condition. If you are terminated, demoted, or forced to resign shortly after disclosing your pregnancy or returning from leave, the timing can raise serious questions about the real reason for the decision. Employers often point to performance or restructuring, so understanding whether those explanations are consistent with your record is important.

To evaluate a potential wrongful termination related to pregnancy, we look at your evaluations, any prior discipline, the employer’s stated reasons, and how similar situations have been handled for non pregnant workers. We also consider whether there were hostile comments or resistance to your pregnancy or leave. Our goal is to help you determine whether the facts support a claim and what remedies may be realistic to pursue based on the circumstances.

What should I do before contacting a pregnancy discrimination lawyer?

You do not need to have everything perfectly organized before speaking with an attorney, but a few simple steps can make your consultation more productive. It is helpful to gather key documents such as offer letters, job descriptions, performance reviews, emails related to pregnancy or leave, and any written warnings or disciplinary notices. Keeping a timeline of significant events, including when you informed your employer of your pregnancy and when changes occurred, can also assist in evaluating your situation.

If your doctor has provided notes with work restrictions or recommendations, bring copies of those to your consultation as well. Try to avoid deleting any messages or discarding paperwork that might later help illustrate what happened, even if you are not sure it is important. When you meet with our attorneys, we can review what you have, ask targeted questions, and identify other information that may be useful to collect as your matter proceeds.

Do you help federal employees working in or near Arlington?

Yes. Pitre & Associates represents federal employees as well as private sector workers, and a significant part of our practice involves federal employment law. Many people in and around Arlington work for federal agencies or in positions closely tied to the federal government. For those employees, pregnancy discrimination concerns often intersect with specific internal procedures and strict timelines for contacting an agency EEO office.

Our attorneys are familiar with these federal processes and the steps that typically follow an initial contact with an agency EEO counselor. We explain how those procedures may differ from the path that employees in private companies usually take through the Equal Employment Opportunity Commission or similar bodies. By understanding your employer and your status, we can help you choose the path that aligns with your rights and your goals.

Will my employer find out that I spoke with your firm?

Consultations with our firm are confidential. Your employer does not receive notice simply because you contacted us to discuss potential pregnancy discrimination. During an initial consultation, we focus on learning about your situation and explaining your options, and you control whether and when to take any further steps.

If you later decide to file an internal complaint, an agency charge, or a lawsuit, your employer will generally learn that you have raised concerns, and in some situations they may learn that you are represented by counsel. We discuss these possibilities with you in advance so that you understand when your employer may become aware of our involvement. This helps you make informed decisions about the timing and type of action you wish to take.

What outcomes are possible in a pregnancy discrimination case?

Potential outcomes in a pregnancy discrimination matter can include compensation for lost wages or benefits, changes in employment records, restoration to a prior position, or modifications to working conditions, depending on the facts and the forum. In some situations, employees and employers reach agreements that include financial terms and non monetary provisions, such as letters of reference or neutral job verification language. In other cases, the focus may be on improving the environment so that the employee can remain in the role with appropriate protections.

No law firm can guarantee a particular result, because outcomes depend on evidence, timing, credibility assessments, the strength of the legal claims, and how each side approaches negotiations or litigation. Our attorneys draw on years of experience in discrimination and wrongful termination cases to evaluate what may be possible in your situation and to help you decide which goals to pursue. We discuss both the opportunities and the practical limitations so that your expectations remain grounded in the realities of the process.

How does your free initial consultation work?

Our free initial consultation is designed to give you a safe, structured setting to talk about what is happening at work and to learn whether legal action may be appropriate. During this meeting or call, we ask you to describe your job, your performance history, your pregnancy or related medical needs, and the changes or comments that concern you. We may review any documents you can provide and ask follow up questions to clarify timelines and the people involved.

After we have a clear picture of your situation, we explain the legal concepts that may apply and outline potential options. We also discuss important deadlines that could affect your ability to assert claims. At the end of the consultation, you can decide whether you wish to explore representation with our firm, and we explain what that would involve if both you and our attorneys agree to move forward.

Talk With Our Team About Pregnancy Discrimination In Your Workplace

If you are seeing signs of unfair treatment at work related to your pregnancy, childbirth, or recovery, you do not have to face those challenges alone. Speaking with a pregnancy discrimination attorney Arlington employees rely on for guidance can help you understand your rights and take steps that protect your job, your benefits, and your family’s stability.

At Pitre & Associates, we offer a free initial consultation to employees in this area who are dealing with pregnancy related workplace issues. Our attorneys take the time to listen, explain the law in clear terms, and outline the options that may be available to you, without pressure or guarantees. Your conversation with us is confidential, and our goal is to give you the information you need to make thoughtful decisions about your next steps.

To schedule a confidential consultation with our team, call (202) 759-6544 today.