Points to Consider About Pregnancy Discrimination in the Workplace

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.

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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.

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.

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.

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