Reading time: 5 minutes

Unfortunately, unlawful workplace discrimination is not a thing of the past. It can crop up in day-to-day business activity and have detrimental effects on your employees’ physical and mental wellbeing. More broadly, and in the context of the Fair Work Act 2009 (Cth), workplace discrimination occurs when an employer takes ‘adverse action’ against an employee or prospective employee because of the employee’s race, sex, age, physical or mental ability, sexual orientation, religion or pregnancy status. To help explain these ideas in more detail, this article outlines some points to consider about pregnancy discrimination in the workplace.

The Ultimate Guide to Hiring & Retaining Employees

Whether it’s your first hire or your fiftieth, this guide will help you understand the moving parts behind building a high-performing team.

Download Now

What is ‘Adverse Action’?

Adverse action covers a range of activities in the workplace that, if taken for a discriminatory reason, can be unlawful. A person can unlawfully discriminate against another person if they:

  • treat them less favourably than other people based on certain factors like their sex or pregnancy status; or 
  • require them to comply with certain rules or conditions that may be unreasonable due to their personal attributes.

When it comes to pregnancy discrimination in the workplace, an employer who threatens, organises, or does any of the following can be deemed to have taken adverse action:

  • dismisses an employee because they fall pregnant;
  • demotes or alters an employee’s position to their detriment because they are pregnant;
  • refuses to employ a prospective employee based on their pregnancy status; or
  • discriminates against the prospective employee based on the terms in the offer of employment.

You should note that treating someone differently does not necessarily mean you are committing unlawful discrimination. For example, suppose you chose to place a pregnant employee on performance management to develop their skills rather than based on their pregnancy status. In that case, a court might not consider this unlawful. 

Ultimately, a court will only consider an employer’s action as adverse if it occurs on the basis of someone’s gender or other attributes. So, if the action occurs on another basis, this might not be considered an act of unlawful discrimination.

Who is Protected?

The Fair Work Act protects most workers irrespective of their work status. So, regardless of whether a pregnant woman works full-time, part-time, or as a casual worker, they should not be discriminated against in the workplace.

Other employment statuses which the Fair Work Act protect include:

  • probationary employees;
  • apprentices and trainees;
  • contractors; and
  • prospective employees.

As mentioned above, it is unlawful not to hire a prospective employee based on their pregnancy status. Additionally, the inclusion of discriminatory terms and conditions in an employment contract for a prospective employee can also be considered unlawful workplace discrimination.

Creating a Safe Work Environment

As an employer, it is your responsibility to create a safe workplace for all your employees. Not only does this mean keeping your employees free from discrimination, but also reassessing their working conditions based on their needs. When it comes to pregnant employees, it might be necessary to reconsider how their work responsibilities need to change during their pregnancy. For example, if your workplace typically involves lifting heavy things, it might be best to reconsider your worker’s obligations. 

Beyond your employee’s job duties, other areas which you might change to create a safer workplace include:

  • being flexible with hours of work;
  • limiting the use of certain work equipment; and
  • supporting alternative travel arrangements.

In any event, it is paramount that you are considerate of your employees during their pregnancy. By giving your employee a chance to renegotiate their workplace responsibilities to suit their needs and responding to them accordingly, you can create a safer work environment for them.

Consequences of Unlawful Discrimination

Workplace discrimination is no light fare. Not only can it have detrimental impacts on the person on the receiving end of discrimination, but it can also normalise further behaviour in the workplace. For this reason, there are serious consequences for committing unlawful workplace discrimination against a pregnant employee.

If an employee is discriminated against, they can lodge a complaint with the Fair Work Commission. Under the Fair Work Act, the maximum penalty is roughly $13,320 for an individual employer. If the matter goes to court, the court can make any order that it considers appropriate, including:

  • orders for injunctions, preventing parties from engaging in certain conduct; or
  • compensation for the employer who has received discrimination.

Ultimately, it is your responsibility to take discrimination issues in the workplace seriously. If you find yourself facing pregnancy discrimination issues in your workplace, you should seek legal advice to take steps to resolve the matter. 

Key Takeaways

Workplace discrimination can occur when an employer takes ‘adverse action’ against an employee or prospective employee based on their pregnancy status. For example, if an employer dismisses or demotes an employee on the basis of their pregnancy, a court can consider this as unlawful workplace discrimination. As an employer, it is your responsibility to ensure that your employees work in a safe environment. So, you should avoid engaging in discriminatory conduct. 

If you need help understanding pregnancy discrimination in the workplace, our experienced employment lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on 1300 544 755 or visit our membership page.

Frequently Asked Questions

Do casual workers receive legal protection from discrimination?

Regardless of whether someone is a casual, part-time or probationary worker, they will receive legal protection from unlawful discrimination.

What is special maternity leave?

Generally, special maternity leave is unpaid for employees who experience a pregnancy-related illness or a miscarriage. However, you should note that special maternity leave does not reduce the amount of unpaid parental leave that an employee is entitled to receive. 


New Kid on the Blockchain: Understanding the Proposed Laws for Crypto, NFT and Blockchain Projects

Wednesday 25 May | 10:00 - 10:45am

If you operate in the crypto space, ensure you understand the Federal Government’s proposed licensing and regulation changes. Register today for our free webinar.
Register Now

How to Expand Your Business Into a Franchise

Thursday 26 May | 11:00 - 11:45am

Drive rapid growth in your business by turning it into a franchise. To learn how, join our free webinar. Register today.
Register Now

Day in Court: What Happens When Your Business Goes to Court

Thursday 2 June | 11:00 - 11:45am

If your business is going to court, then you need to understand the process. Our free webinar will explain.
Register Now

How to Manage a Construction Dispute

Thursday 9 June | 11:00 - 11:45am

Protect your construction firm from disputes. To understand how, join our free webinar.
Register Now

Startup Financing: Venture Debt 101

Thursday 23 June | 11:00 - 11:45am

Learn how venture debt can help take your startup to the next level. Register for our free webinar today.
Register Now

About LegalVision: LegalVision is a commercial law firm that provides businesses with affordable and ongoing legal assistance through our industry-first membership.

By becoming a member, you'll have an experienced legal team ready to answer your questions, draft and review your contracts, and resolve your disputes. All the legal assistance your business needs, for a low monthly fee.

Learn more about our membership

Need Legal Help? Submit an Enquiry

If you would like to get in touch with our team and learn more about how our membership can help your business, fill out the form below.

Our Awards

  • 2020 Innovation Award 2020 Excellence in Technology & Innovation Finalist – Australasian Law Awards
  • 2020 Employer of Choice Award 2020 Employer of Choice Winner – Australasian Lawyer
  • 2020 Financial Times Award 2021 Fastest Growing Law Firm - Financial Times APAC 500
  • 2020 AFR Fast 100 List - Australian Financial Review
  • 2021 Law Firm of the Year Award 2021 Law Firm of the Year - Australasian Law Awards
  • 2022 Law Firm of the Year Winner 2022 Law Firm of the Year - Australasian Law Awards