Discrimination because of pregnancy, childbirth or related medical conditions is sex discrimination, and separate statutes now require affirmative accommodation.

Equal treatment. A pregnant employee must be treated the same as others similar in their ability or inability to work. An employer that accommodates workers injured on the job but not pregnant workers with the same restrictions faces a strong claim.

Affirmative accommodation. Recent federal legislation requires reasonable accommodation of known limitations related to pregnancy, childbirth or related conditions absent undue hardship, on a model similar to disability law, including for conditions that would not qualify as disabilities. Common accommodations include seating, additional breaks, modified lifting, schedule adjustments, and leave.

Lactation. Federal law requires reasonable break time and a private space that is not a bathroom, with coverage extended to most employees.

Leave. Family and medical leave, short-term disability, state paid leave programs, and any employer policy — administered consistently, since providing more generous leave to some categories invites comparison.

Caregiver discrimination. Not a protected class as such, but claims are brought as sex discrimination based on stereotypes about caregiving responsibilities, and as association discrimination where the family member has a disability.