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EMPLOYMENT PROTECTIONS FOR WORKERS WHO ARE
PREGNANT OR NURSING

Workers in all states and territories are protected by federal employment laws, including the laws described below the map.

States may also pass laws that give specific protections and rights to workers, but they may not reduce or limit the protections provided by federal laws. The map shows which U.S. States have laws, statutes and/or interpretative case law that specifically prohibit pregnancy discrimination and/or that mandate support of nursing mothers expressing milk in the workplace.



 

State Pregnancy Discrimination Law

 

Both Types of State Law

 

State Law Protecting Workplace Lactation/ Breastfeeding

 

Neither (Only Federal Law Applies)




Use the drop down menu and select a particular state, and contact information will be provided on where to go to get specific details on each state’s respective laws. The information provided on this website should not be considered legal advice.  For specific information on your legal rights, an attorney should be consulted.

Please note, this information will be updated regularly to reflect changes in state law. However, this is a dynamic process and the information on the website may not always reflect the most current or immediate changes. Therefore, we have added direct links to contacts in the states as an additional source of information. We will continue to add new resources to this site as information becomes available.

Furthermore, the following resources include information created and maintained by other public entities and private organizations. Please be aware that the Department of Labor and the Women’s Bureau do not control or guarantee the accuracy, relevance, timeliness or completeness of this outside information. The inclusion of the following resources is not intended to reflect their importance, nor is it intended to endorse any views expressed or products or services offered by the author of the reference or the organization operating the site on which the reference is maintained.

The major federal laws that afford workplace protections and employment rights for workers who are pregnant or nursing are:

  1. Title VII of the Civil Rights Act [1964]

    What is covered? Title VII makes it illegal to discriminate against someone on the basis of race, color, religion, national origin or sex.

    Who is covered? Title VII’s protections cover employees who work for an employer having at least 15 employees, including state and local governments. Title VII also applies to employment agencies, training programs and labor organizations, as well as to the federal government.

    For additional information see the U.S. Equal Employment Opportunity Commission: http://www.eeoc.gov/laws/statutes/titlevii.cfm

  2. The Pregnancy Discrimination Act [1978]

    What is covered? The PDA amended Title VII of the Civil Rights Act of 1964 to make employment discrimination on the basis of pregnancy, childbirth or related medical conditions constitute sex discrimination under Title VII. Women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner in all terms and conditions of employment as other applicants or employees with similar abilities or limitations.

    Who is covered? Like Title VII of the Civil Rights Act, the PDA’s protections cover the same employees and employers as title VII.


    Terms and Conditions of Employment
    This law prohibits an employer from refusing to hire a woman because of a pregnancy-related condition as long as she is able to perform the major functions of her job, or treating a pregnant applicant or worker differently in any terms and conditions of work because of her pregnancy, or a pregnancy-related condition.

    Pregnancy and Maternity Leave
    An employer may not single out pregnancy-related conditions for special procedures to determine an employee's ability to work. However, if an employer requires all of its employees to submit a doctor's statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements.

    If an employee is temporarily unable to perform her job because of her pregnancy or a pregnancy-related condition, the employer must treat her the same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments, or take disability leave or leave without pay, the employer also must allow an employee who is temporarily disabled because of pregnancy to do the same.

    Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, her employer may not require her to remain on leave until the baby's birth. An employer also may not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth.

    Employers must hold open a job for a pregnancy-related absence the same length of time they would hold jobs open for employees on sick or disability leave.

    Health Insurance
    Any health insurance provided by an employer must cover expenses for pregnancy-related conditions on the same basis as costs for other medical conditions. An employer need not provide health insurance for expenses arising from abortion, except where the life of the mother is endangered by the pregnancy or where medical complications have arisen from an abortion.

    Pregnancy-related expenses should be reimbursed exactly as those incurred for other medical conditions, whether payment is on a fixed basis or a percentage of reasonable-and-customary-charge basis.

    The amounts payable by the insurance provider can be limited only to the same extent as amounts payable for other conditions. No additional, increased or larger deductible can be imposed.

    Fringe Benefits
    If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.

    Employees on leave because of pregnancy-related conditions must be treated the same as other temporarily disabled employees for accrual and crediting of seniority, vacation calculation, pay increases and temporary disability benefits.

    For additional information see the U.S. Equal Employment Opportunity Commission: : http://www.eeoc.gov/laws/statutes/pregnancy.cfm

  3. The Nursing Mothers Break Time Provision of The Patient Protection and Affordable Care Act (Affordable Care Act), 2010

What is covered?
This law requires employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk. Employers are not required to compensate employees for such time. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.

Who is covered?
The Affordable Care Act amended section 7 of the Fair Labor Standards Act (“FLSA”), creating a nursing mothers break time provision for employees who are not exempt from section 7, which includes the FLSA’s overtime pay requirements. Employers with fewer than 50 employees are not subject to the nursing mothers break time requirement if compliance with the provision would impose an undue hardship.

ADDITIONAL RESOURCES

Federal Government Resources

U.S. Department of Health and Human Resources
Office of Women’s Health

Going Back to Work – Information on Breastfeeding
http://www.womenshealth.gov/breastfeeding/going-back-to-work/index.html

U.S. Department of Labor
Wage and Hour Division – Break Time for Nursing Mothers
http://www.dol.gov/whd/nursingmothers/

U.S. Equal Employment Opportunity Commission (EEOC
Pregnancy Discrimination Information
http://www.eeoc.gov/laws/types/pregnancy.cfm

Non-federal Government Resources
Please note, the following resources include information created and maintained by private organizations.
Please be aware that the Department of Labor and the Women’s Bureau do not control or guarantee the
accuracy, relevance, timeliness, or completeness of this outside information. The inclusion of the
following resources is not intended to reflect their importance, nor is it intended to endorse any views
expressed or products or services offered by the author of the reference or the organization operating the
site on which the reference is maintained.

Organization: Legal Momentum
Pregnancy Discrimination, Breastfeeding and Leave (Including State Information)
https://www.legalmomentum.org/state-state-map-pregnancy-discrimination-laws-breastfeeding-and-leave-rights

Organization: National Conference of State Legislatures
Breastfeeding information (Including State Information)
http://www.ncsl.org/research/health/breastfeeding-state-laws.aspx#State

Organization: Workplace Fairness
Pregnancy Discrimination Information (Including State Information)
http://www.workplacefairness.org/pregnancy

Organization: US Breastfeeding Committee
Breastfeeding and Work Information
http://www.usbreastfeeding.org/Employment/WorkplaceSupport/WorkplaceSupportinFederalLaw/tabid/175/Default.aspx

June 23, 2014

Alabama Attorney General and HR Office Contact Info

ALABAMA

Pregnancy Discrimination
No specific law at the state level.
Pregnancy Accommodation and Pregnancy-Related Disability
State employees may use accrued sick time for maternity leave as long as they (1) work until actually disabled as a result of their pregnancy, and (2) return to work as soon as they cease to be disabled for that reason.
Ala. Admin. Code § 670-X-14-.02.
Workplace Breastfeeding Rights
No specific law at the state level.

For additional information:

Department of Human Resources, Office of Equal Employment and Civil Rights 
50 North Ripley Street
Montgomery, AL 36130
Phone: (334) 242-1550
http://www.dhr.state.al.us/directory/EECR_Programs.aspx

State of Alabama
Office of the Attorney General
501 Washington Avenue
Montgomery, AL 36104
Phone: (334) 242-7300
http://www.ago.state.al.us/


Alaska Attorney General and HR Office Contact Info

ALASKA

Pregnancy Discrimination
It is illegal for an employer to discriminate based on sex, marital status, pregnancy, or parenthood. This applies to all employers except social, fraternal, charitable, educational or religious non-profit organizations.    
Alaska Stat. § 18.80.220.

Pregnancy Accommodation and Pregnancy-Related Disability
Public employers must treat pregnancy-related conditions the same as they treat other types of temporary disabilities. 
Alaska Stat. § 39.20.500(a)

Public employers with at least twenty-one employees are required to transfer a pregnant employee to a vacant, existing position that is less strenuous or less hazardous, upon the employee’s request. 
Alaska Stat. § 39.20.520.  

Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute:
http://www.legis.state.ak.us/basis/folioproxy.asp?url=http://wwwjnu01.legis.state.ak.us/cgi-bin/folioisa.dll/stattx07/query=*/doc/%7b@9085%7d

For additional information:
Alaska State Commission for Human Rights
800 A Street, Suite 204
Anchorage, AK 99501-3669
Phone: (907) 274-4692
Toll Free: (800) 478-4692
http://humanrights.alaska.gov/

State of Alaska Office of the Attorney General
1031 W. 4th Ave., Suite 200
Anchorage, AK 99501-5903
Phone: (907) -465-3600
www.law.alaska.gov/consumer


Arizona Attorney General and HR Office Contact Info

ARIZONA

Pregnancy Discrimination
Under the Arizona Civil Rights Act, it is illegal for employers to discriminate based on sex.  This law applies to employers with fifteen or more employees.  Some courts in Arizona have interpreted sex discrimination to include discrimination on the basis of maternity and pregnancy.    
Ariz. Rev. Stat. § 41-1463(B); see, e.g., Broomfield v. Lundell, 767 P.2d 697 (Ariz. Ct. App. 1988). 
Pregnancy Accommodation and Pregnancy-Related Disability
Arizona state employees who are unable to work due to temporary disability caused by pregnancy, childbirth, or associated medical care (including miscarriage and abortion), or who are immediate family members of individuals with a temporary disability caused by pregnancy, childbirth, or associated medical care, are entitled to the same leave benefits as employees with other temporary disabilities and their family members.  Employers may provide paid or unpaid leave for employees who are pregnant or who have a temporary pregnancy-related disability; they are not required to do so, however, as long as all employees are treated the same with respect to their requests for temporary disability leave.
Ariz. Admin. Code Rule 2-5A-B602, B603
Workplace Breastfeeding Rights

Pregnancy:
Link to case: http://scholar.google.com/scholar_case?case=11929247850166285172&hl=en&as_sdt=6&as_vis=1&oi=scholarr

For additional information:
Arizona Office of the Attorney General – Civil Rights Division

1275 West Washington Street
Phoenix, AZ 85007-2926
Phone: (602) 542-5025 
https://www.azag.gov/complaints/civil-rights


Arkansas Attorney General and HR Office Contact Info

ARKANSAS

Pregnancy Discrimination
Arkansas prohibits employment discrimination on the basis of gender, which is explicitly defined to include discrimination on the basis of pregnancy, childbirth, or related medical conditions.  This law applies to all employers with nine or more employees, except religious organizations.
Ark. Code §§ 16-123-102, 107.  
Pregnancy Accommodation and Pregnancy-Related Disability
State employers must treat maternity leave the same as leave for any sickness or disability, except that an employee requesting maternity leave may choose to take leave without pay rather than exhaust accrued paid leave. 
Ark. Code § 21-4-209.
Workplace Breastfeeding Rights
An employer must provide reasonable daily unpaid break time to an employee who needs to express breast milk, unless doing so would impose an undue hardship on the employer’s business.  The employer must make a reasonable effort to provide employees with a private, safe and clean space close to their work area, other than a toilet stall, to express breast milk.
Ark. Code § 11-5-116.

Pregnancy:
Link to statute: http://www.arkleg.state.ar.us/assembly/1993/R/Acts/962.pdf

Breastfeeding:
Link to statute: ftp://www.arkleg.state.ar.us/acts/2009/Public/ACT621.pdf

For additional information:
Arkansas Fair Housing Commission

101 East Capitol Avenue, Suite 212
Little Rock, Arkansas 72201
Phone: (501) 682-FAIR (3247)
Toll Free: (800) 340-9108 (Arkansas only)  
www.fairhousing.arkansas.gov/

Arkansas Office of the Attorney General
323 Center Street, Suite 200
Little Rock AR 72201
Phone: (501) 682-2007
www.ag.arkansas.gov/


California Attorney General and HR Office Contact Info

CALIFORNIA

Pregnancy Discrimination
The California Fair Employment and Housing Act prohibits employment discrimination on the basis of sex, which is explicitly defined to include discrimination on the basis of pregnancy, childbirth, breastfeeding, or related medical conditions.  This law applies to employers with five or more employees, except religious non-profit organizations.
Cal. Gov’t Code §§ 12926, 12940.
Pregnancy Accommodation and Pregnancy-Related Disability
Women temporarily disabled by pregnancy, childbirth, or a related medical condition are entitled to unpaid leave for as long as they remain disabled, up to four months.  During that period, the employer must continue to provide the employee with the same level of health insurance coverage she received prior to taking leave.  This law applies to employers with five or more employees, regardless of the worker’s tenure or number of hours worked.
Cal. Gov’t Code § 12945(1)-(2)
Employers are also required to make reasonable accommodations for employees who have work-related limitations stemming from pregnancy, childbirth or a related condition.  This may include temporary transfer to a less strenuous or less hazardous position, if an employee so requests upon the advice of her health care provider.  If the employer has a policy or practice of transferring temporarily disabled employees to less strenuous positions for the duration of their disability, the employer must do the same for its pregnant employees.  
Cal. Gov’t Code § 12945(3)
Workplace Breastfeeding Rights
Employers cannot discriminate against women for breastfeeding or breastfeeding-related medical conditions.
Cal. Gov’t Code §§ 12926, 12940.  
An employer must provide reasonable unpaid break time to a woman to express breast milk, unless doing so would seriously disrupt the employer’s business.  If possible, the break time must occur during the employee’s ordinary break time.  The employer must make a reasonable effort to provide the mother with a private space close to her work area, other than a bathroom, to express breast milk.  
Cal. Labor Code §§ 1030-1033.

Pregnancy:
Link to statute: http://www.leginfo.ca.gov/cgi-bin/displaycode?section=gov&group=12001-13000&file=12940-12951

Breastfeeding:
Link to statute: http://www.leginfo.ca.gov/cgi-bin/displaycode?section=lab&group=01001-02000&file=1030-1033

For additional information:
California Department of Fair Employment and Housing
2014 T Street, Ste.  210
Sacramento, CA 95814-6835
Phone: (800) 884-1684 (California only)
http://www.dfeh.ca.gov/

State of California Office of the Attorney General
1300 "I" Street
Sacramento, CA 95814-2919
Phone: (916) 445-9555
http://oag.ca.gov/


Colorado Attorney General and HR Office Contact Info

COLORADO

Pregnancy Discrimination
The Colorado Antidiscrimination Act states that it is illegal to discriminate based on sex.  The Colorado Supreme Court has interpreted this to include discrimination based on maternity and pregnancy.  This law applies to all employers regardless of size, except for religious organizations that are not taxpayer-funded.
Colo. Rev. Stat. § 24-34-402; Colorado Civil Rights Comm'n v. Travelers Ins. Co., 759 P.2d 1358 (Colo. 1988).
Pregnancy Accommodation and Pregnancy-Related Disability
Disabilities caused by pregnancy, miscarriage, abortion and childbirth are considered temporary disabilities for all job-related purposes.  Employers must treat pregnancy-related disabilities the same as other temporary disabilities with respect to such matters as leave duration, leave extensions, job reinstatement and health insurance coverage.
3 Colo. Code Regs. § 708-1:80.
Workplace Breastfeeding Rights
An employer must provide a nursing employee reasonable daily unpaid break time, or allow her to use paid break or meal time, or both, to express breast milk for up to two years after childbirth.  The employer must make reasonable efforts to provide the employee with a private space close to her work area, other than a toilet stall, to express milk.  This requirement applies to all employers.
Colo. Rev. Stat. §§ 8-13.5-101-104.

Pregnancy:
Link to statute: http://www.colorado.gov/cs/Satellite?blobcol=urldata&blobheadername1=Content-Disposition&blobheadername2=Content-Type&blobheadervalue1=inline%3B+filename%3D%22Colorado+Anti-Discrimination+Act+statutes+-+unofficial.pdf%22&blobheadervalue2=application%2Fpdf&blobkey=id&blobtable=MungoBlobs&blobwhere=1251818317123&ssbinary=true

Breastfeeding:
Link to statute: http://tornado.state.co.us/gov_dir/leg_dir/olls/sl2008a/sl_106.htm

For additional information:
Colorado Civil Rights Division
1560 Broadway, Room 1050
Denver, CO 80202-5143
Phone: (303) 894-2997
http://www.dora.colorado.gov/crd

Colorado State Office of the Attorney General
Ralph L. Carr Colorado Judicial Center
1300 Broadway, 10th Floor
Denver, Colorado 80203
Phone: (720) 508-6000
http://oag.ca.gov/


Connecticut Attorney General and HR Office Contact Info

CONNECTICUT

Pregnancy Discrimination
Connecticut’s Fair Employment Practices Law prohibits employers from terminating a woman’s employment because of her pregnancy.  This law applies to employers with three or more employees, as well as to unions and employment agencies.
Conn. Gen. Stat. Sec. § 46a-60(a)(7)(A).  
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must grant employees a reasonable leave of absence for disability resulting from pregnancy, and must provide compensation for such leave if the employee is so entitled under the employer’s disability or leave benefits plans.  Employers must reinstate women returning from pregnancy leave to their original job or to an equivalent position with equivalent pay and accumulated seniority, retirement, fringe benefits and other service credits, upon receiving a written statement of the employee’s intent to return.  Private employers are exempt from this requirement if they can show that circumstances have so changed as to make it impossible or unreasonable to do so.
Employers must make reasonable efforts to temporarily transfer pregnant employees to any suitable position which may be available when a woman informs them of her pregnancy in writing, and the employer or pregnant employee reasonably believes that continued employment in the position held by the pregnant employee may cause injury to the employee or fetus. 
Conn. Gen. Stat. §§ 46a-60(a)(7)(B)-(G).
Workplace Breastfeeding Rights
An employee has the right to express milk or breastfeed during her meal or break time.  It is illegal to discriminate against or discipline an employee for exercising this right. The employer must make reasonable efforts to provide employees with a private space close to their work area, other than a toilet stall or bathroom, to express breast milk, unless doing so would impose significant difficulty or expense on the employer.
Conn. Gen. Stat. § 31-40w.

Pregnancy:
Link to statute: http://www.cga.ct.gov/2011/pub/chap814c.htm#Sec46a-60.htm

Breastfeeding:
Link to statute: http://www.cga.ct.gov/current/pub/chap_557.htm#sec_31-40w

For additional information:
Connecticut Office of Human Rights and Opportunities
25 Sigourney Street
Hartford, CT 06106
Phone: (860) 541-3400
Toll Free: (800) 477-5737 (Connecticut only)
http://www.ct.gov/chro/

Connecticut Office of the Attorney General
55 Elm Street
Hartford, CT  06106
Phone: (860) 808-5318
www.ct.gov/ag/


Delaware Attorney General and HR Office Contact Info

DELAWARE

Pregnancy Discrimination
Delaware law prohibits discrimination on the basis of sex, which includes discrimination on the basis of pregnancy, childbirth or a related condition, including breastfeeding.  This prohibition applies to all employers with four or more employees within Delaware.
Del. Code Ann. tit. 19, §§  710-11.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must make reasonable accommodations for employees who have work-related limitations stemming from pregnancy, childbirth or a related condition, unless the accommodation would impose an undue hardship on the employer. Del. Code Ann. tit. 19, §§  710-11.
Workplace Breastfeeding Rights
As noted above, employers are prohibited from discriminating against women on the basis of pregnancy-related conditions, including breastfeeding, and are required to make reasonable accommodations for employees who have pregnancy-related limitations.  Such reasonable accommodations may include the provision of break time and appropriate facilities for expressing breast milk. Del. Code Ann. tit. 19, §§  710-11.

Pregnancy:
Link to statute: http://dia.delawareworks.com/discrimination/pregnancy.php

For additional information:

Delaware Division of Human Relations
20 N. French Street
8th Floor
Wilmington, DE 19801
Phone: (302) 577-5287
http://statehumanrelations.delaware.gov/index.shtml

Delaware Office of the Attorney General
Delaware Department of Justice
Carvel State Building
820 N. French St.
Wilmington, DE 19801
Phone:  (302) 577-8400
http://attorneygeneral.delaware.gov/index.shtml


District of Columbia Attorney General and HR Office Contact Info

DISTRICT OF COLUMBIA

Pregnancy Discrimination
The District of Columbia Human Rights Act prohibits employment discrimination on the basis of sex, which explicitly includes discrimination on the basis of pregnancy, childbirth, breastfeeding, or related medical conditions. This law applies to all employers regardless of size, except employers of domestic workers.
D.C. Code §§ 2-1401.05(a), 1401.11.
Pregnancy Accommodation and Pregnancy-Related Disability
Women affected by pregnancy, childbirth, related medical conditions, or breastfeeding, must be treated the same as other employees not so affected but similar in their ability or inability to work, for all employment purposes. 
D.C. Code § 2-1401.05(b).
Workplace Breastfeeding Rights
As noted above, employers are prohibited from discriminating against women on the basis of breastfeeding and pregnancy-related medical conditions. 
D.C. Code § 2-1401.05(a).
An employer must provide reasonable daily unpaid break periods for an employee to express breast milk.  If the employer already provides a paid or unpaid break period to the employee, such time shall run concurrently with the required break period.  An employer may be exempted from this requirement if it shows compliance would create an undue hardship.  The employer must make reasonable efforts to provide the employee with a sanitary, private space close to her work location where she can express milk.
D.C. Code § 2-1402.82(d).

Pregnancy:
Link to statute:
http://ohr.dc.gov/sites/default/files/dc/sites/ohr/publication/attachments/LawsAndRegs-HumanRightsAct-1977-English.pdf

Breastfeeding:
Link to statute:
http://dccode.elaws.us/gateway/codepdf/title2/chapter2-14/1753-01-01/chapter2-14(1753-01-01).pdf

For additional information:

District of Columbia Office on Human Rights
441 4th Street NW, Suite 570 North
Washington, DC 20001
Phone: (202) 727-4559
http://ohr.dc.gov/

District of Columbia Office of the Attorney General
441 4th Street, NW, Washington, DC 20001
Phone: (202) 727-3400
http://oag.dc.gov/


Florida Attorney General and HR Office Contact Info

FLORIDA

Pregnancy Discrimination
The Florida Civil Rights Act states that it is illegal to discriminate based on sex.  The Florida Supreme Court has held that this includes discrimination because of pregnancy.  This law applies to employers with fifteen or more employees.
Fla. Stat. § 760.10; Delva v. Cont'l Grp., Inc., 137 So. 3d 371 (Fla. 2014). 
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights

Pregnancy:
Link to statute: http://www.leg.state.fl.us/statutes/index.cfm?App_mode=Display_Statute&Search_String=&URL=0100-0199/0110/Sections/0110.221.html

For additional information:

Florida Commission on Human Relations
2009 Apalachee Parkway, Suite 100
Tallahassee, FL 32301
Phone: (850) 488-7082
Toll-Free: (800) 342-8170
 http://fchr.state.fl.us

Florida Office of the Attorney General
Office of Attorney General
State of Florida
The Capitol PL-01
Tallahassee, FL 32399-1050
Phone: (850) 414-3990
http://myfloridalegal.com


Georgia Attorney General and HR Office Contact Info

GEORGIA

Pregnancy Discrimination
Only state employees are protected from discrimination on the basis of pregnancy under Georgia law. 
Ga. Comp. R. & Regs. 478-1-.03.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
Under Georgia law, employers are allowed, but not required, to provide break time and/or a location for mothers to express breast milk.
Ga. Code § 34-1-6.

For additional information:

Georgia Office on Equal Opportunity
2 Martin Luther King, Jr. Drive, S.E.
West Tower-Suite 1002
Atlanta, Georgia 30334
Phone: (404)-651-6458
http://gceo.state.ga.us/

Georgia Office of the Attorney General
40 Capitol Square, SW
Atlanta, GA 30334
Phone: (404) 656-3300
http://law.ga.gov/


Hawaii Attorney General and HR Office Contact Info

HAWAII

Pregnancy Discrimination
Hawaii’s Fair Employment Practices Act prohibits discrimination on the basis of sex, which includes discrimination on the basis of pregnancy, childbirth, or related medical conditions.  This applies to all employers.
Haw. Rev. Stat. §§ 378-1, 378-2; Haw. Code R. § 12-46-107.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat women affected by pregnancy, childbirth, or related medical conditions the same as other individuals who may have a temporary limitation or inability to work.  
Haw. Rev. Stat. § 378-1.
An employer may not terminate or otherwise penalize a woman because she requires time away from work for disability stemming from pregnancy, childbirth, or related medical conditions.  Employers must make reasonable accommodations for women affected by a disability stemming from pregnancy, childbirth or related medical conditions.  The law applies to all employers.
Haw. Code R. § 12-46-107.
Workplace Breastfeeding Rights
An employer may not fire, refuse to hire, withhold pay from, demote, or penalize an employee for breastfeeding or expressing milk at the workplace.
Haw. Rev. Stat. § 378-2(7).
An employer must provide: (1) reasonable break time for a nursing mother to express breast milk for one year after the birth of her child and (2) a private space, other than a bathroom, for an employee to express milk, for one year after the birth of her child.  Employers with less than twenty employees are exempt from these requirements if they can show that compliance would impose significant difficulty or expense on their business.
Haw. Rev. Stat. § 378-92.

Pregnancy:
Link to statute: http://www.capitol.hawaii.gov/hrscurrent/Vol07_Ch0346-0398/HRS0378/HRS_0378-.htm

Breastfeeding:
Link to statute: http://www.capitol.hawaii.gov/hrscurrent/vol07_ch0346-0398/HRS0378/HRS_0378-0002.htm
For additional information:

Hawaii Civil Rights Commission
830 Punchbowl Street, Room 411
Honolulu, HI  96813
Phone: Oahu:  (808) 586-8636
Kaua’i: 274-3141, Ext. 6-8636
Maui: 984-2400, Ext. 6-8636
Hawai’i: 974-4000, Ext. 6-8636
Lana’I and Moloka”1: 1(800) 468-4644, Ext. 6-8636
http://labor.hawaii.gov/hcrc/

Hawaii Office of the Attorney General
425 Queen Street
Honolulu, HI  96813
Phone:  (808) 586-1500
http://ag.hawaii.gov/


Idaho Attorney General and HR Office Contact Info

IDAHO

Pregnancy Discrimination
Although not specifically addressed in Idaho’s Human Rights Act, the Idaho Supreme Court has construed the Act’s statutory prohibition on sex discrimination to prohibit discrimination on the basis of pregnancy.  This applies to all public employers, all state contractors, and all other employers with five or more employees, except employers of domestic workers.
Idaho Code § 67-5909; Stout v. Key Training Corp., 144 Idaho 195, 158 P.3d 971 (2007).
Pregnancy Accommodation and Pregnancy-Related Disability
State employers must treat pregnancy, child birth and related medical conditions as temporary disabilities, including with respect to use of sick leave.
Idaho Admin. Code § 15.04.01.243.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to case: http://scholar.google.com/scholar_case?case=5392097044919010898&hl=en&as_sdt=6&as_vis=1&oi=scholarr
For additional information:

Idaho Commission on Human Rights
Boise, ID 83735-0660
Phone: (208) 334-2873
Toll Free: (888) 249-7025
http://humanrights.idaho.gov/

Idaho Office of the Attorney General
State of Idaho
Office of the Attorney General
700 W. Jefferson Street, Suite 210
P.O. Box 83720
Boise, Idaho, 83720-0010
Phone: (208) 334-2400
http://www.ag.idaho.gov/index.html


Illinois Attorney General and HR Office Contact Info

ILLINOIS

Pregnancy Discrimination
Employers are prohibited from discriminating on the basis of pregnancy, childbirth, or related medical conditions.  This applies to all public employers as well as to private employers with fifteen or more employees, state contractors and joint apprenticeship or training committees.
775 Ill. Comp. Stat. 5/2-102(I); Ill. Adm. Code tit. 56, § 5210.110.
Pregnancy Accommodation and Pregnancy-Related Disability
Effective January 1, 2015, employers must provide reasonable accommodations to employees who have work-related limitations stemming from pregnancy, childbirth or a related condition, unless the accommodation would impose an undue hardship on the employer.
Additionally, employers must treat women affected by pregnancy, childbirth, or related medical conditions the same as other employees not so affected but similar in their ability or inability to work, including with respect to leave requests.  This applies to those employers listed above. 
775 Ill. Comp. Stat. 5/2-102(I)-(J); Ill. Adm. Code tit. 56, § 5210.110.
Workplace Breastfeeding Rights
An employer must provide reasonable daily unpaid break time for an employee to express breast milk, unless doing so would unduly disrupt the employer’s business.  If possible, such break time must run concurrently with the employee’s ordinary break time.
820 Ill. Comp. Stat. 260/10.
Employers must make reasonable efforts to provide employees with a private space close to their work area, other than a toilet stall, where they can express milk.
820 Ill. Comp. Stat. 820 § 260/15.

Pregnancy:
Link to statute: http://www.ilga.gov/legislation/ilcs/ilcs4.asp?ActID=2266&ChapterID=64&SeqStart=600000&SeqEnd=1200000

Breastfeeding:
Link to statute: http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2429&ChapAct=820%26nbsp%3BILCS%26nbsp%3B260%2F&ChapterID=68&ChapterName=EMPLOYMENT&ActName=
Nursing+Mothers+in+the+Workplace+Act%2E


For additional information:

Illinois Human Rights Commission
James R. Thompson Center
100 W. Randolph Street, Suite 5-100
Chicago, Illinois 60601
Phone: (312) 814 – 6269
https://www2.illinois.gov/ihrc/

Springfield Office
William G. Stratton Office Building
Suite 802
Springfield, Illinois 62706
Phone: (217) 785-4350
https://www2.illinois.gov/ihrc/

Illinois Office of the Attorney General
100 West Randolph Street
Chicago, IL  60601
Phone: (312) 814 3000
http://illinoisattorneygeneral.gov/


Indiana Attorney General and HR Office Contact Info

INDIANA

Pregnancy Discrimination
No specific law at the state level.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
All employers with twenty-five or more employees must, to the extent reasonably possible, provide a private location, other than a toilet stall, where an employee can express milk during any time away from the employee's assigned duties.  Such employers must also, to the extent reasonably possible, provide a cold storage space for employees to keep expressed milk, or allow employees to provide their own portable refrigerator for such a purpose.
Ind. Code § 22-2-14-2.
Public employees receive supplemental protections.  Public employers must provide reasonable daily paid break time, to run concurrently with any other break time, for employees to express breast milk, unless doing so would unduly disrupt the employer’s operations.  Public employers must also make reasonable efforts to provide a private room near an employee’s work area, other than a toilet stall, where she can express milk. 
Ind. Code § 5-10-6-2.

Breastfeeding:
Link to statute: http://www.in.gov/legislative/ic/code/title5/ar10/ch6.html

For additional information

Indiana Civil Rights Commission
100 North Senate Ave
Indiana Government Center North
Room N103
Indianapolis, IN 46204
Phone: (317) 232-2600
Toll Free: 1-(800) 628-2909
http://www.in.gov/icrc/index.htm

Indiana Office of the Attorney General
Indiana Government Center South
301 W. Washington Street, 5th Floor
Indianapolis, IN  46201
Phone: (317) 232-6201
http://www.in.gov/attorneygeneral/


Iowa Attorney General and HR Office Contact Info

IOWA

Pregnancy Discrimination
The Iowa Civil Rights Act has a number of provisions related to pregnancy and childbirth; these apply to employers of four or more individuals, except employers of domestic workers.  Employers are prohibited from having written or unwritten policies that exclude applicants or employees from employment because they are pregnant.  An employer cannot terminate an employee due to a pregnancy-related disability.
Iowa Code § 216.6(2).
Pregnancy Accommodation and Pregnancy-Related Disability
Disabilities stemming from an employee’s pregnancy, miscarriage, childbirth, legal abortion, or recovery from any of these conditions, are to be treated the same as other temporary disabilities for insurance and leave-related purposes.  If a pregnant employee is not entitled to sufficient leave under the relevant insurance or sick leave plan, the employer must, upon timely request, grant an unpaid leave of absence for either the period that the employee is disabled because of the employee's pregnancy, childbirth, or related medical conditions, or for eight weeks, whichever is shorter.
Iowa Code § 216.6(2).
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute:http://coolice.legis.iowa.gov/Cool-ICE/default.asp?category=billinfo&service=IowaCode&input=216.6

For additional information:

Iowa Civil Rights Commission
Grimes State Office Building
400 E. 14th Street
Des Moines, IA 50319-0201
Phone: (515) 281-4121
Toll Free: 1 (800) 457-4416
https://icrc.iowa.gov/

Iowa Office of the Attorney General
1305 E. Walnut Street
Des Moines, IA 50319
Phone: (515) 281-5164
http://www.iowaattorneygeneral.gov/


Kansas Attorney General and HR Office Contact Info

KANSAS

Pregnancy Discrimination
The Kansas Human Rights Commission has interpreted the prohibition on sex discrimination contained in the Kansas Acts Against Discrimination to prohibit pregnancy discrimination.  This law applies to all employers with four or more employees, except non-profit fraternal and social organizations.
Kan. Stat. Ann. § 44-1009; Kan. Admin. Regs. § 21-32-6.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers with four or more employees must treat disabilities stemming from pregnancy, miscarriage, abortion, childbirth and recovery therefrom the same as any other temporary disability for all job-related purposes.  Employers must accept childbearing as a justification for taking an unpaid leave of absence for a reasonable period of time.  Upon returning from such leave, employees must be reinstated to their original jobs or to positions of like status and pay without loss of service credits, seniority or other benefits.
Kan. Admin. Regs. § 21-32-6.
Workplace Breastfeeding Rights
No specific law at the state level.

For additional information:

Kansas Office of Attorney General
120 SW 10th Ave., 2nd Floor
Topeka, KS 66612
Phone: (785) 296-2215
Toll Free: (888)-428-8436 (Kansas only)
http://ag.ks.gov


Kentucky Attorney General and HR Office Contact Info

KENTUCKY

Pregnancy Discrimination
The Kentucky Civil Rights Act prohibits employment discrimination on the basis of sex, which specifically includes discrimination on the basis of pregnancy, childbirth, or related medical conditions.  This applies to all employers with eight or more employees, except bona fide non-profit private clubs. 
Ky. Rev. Stat. §§ 344.030, 344.040.
Pregnancy Accommodation and Pregnancy-Related Disability
Female employees affected by pregnancy, childbirth, or related medical conditions must be treated the same as other individuals with similar ability or inability to work for all employment-related purposes.
Ky. Rev. Stat. § 344.030.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statutes: http://www.lrc.ky.gov/Statutes/statute.aspx?id=32605
http://www.lrc.ky.gov/statutes/statute.aspx?id=32604

For additional information:

Kentucky Commission on Human Rights
332 W. Broadway, 14th Floor
Louisville, KY 40202
Phone: (502) 595-4024
Toll free: (800) 292-5566
http://kchr.ky.gov/
 
Kentucky Office of the Attorney General
700 Capitol Avenue, Suite 118
Frankfort, Kentucky 40601
Phone: (502) 696-5300
http://ag.ky.gov/Pages/default.aspx


Louisiana Attorney General and HR Office Contact Info

LOUISIANA

Pregnancy Discrimination
Louisiana law prohibits employment discrimination on the basis of an employee’s pregnancy, childbirth, or related medical condition.  The law applies to all employers with twenty-five or more employees within Louisiana.
La. Rev. Stat. § 23:342.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must provide female employees affected by pregnancy, childbirth, or related medical conditions the same benefits or privileges of employment that are granted to temporarily disabled employees, including leave benefits and transfers to less strenuous or hazardous positions.  An employer must grant a request for a temporary job transfer so long as it can be reasonably accommodated.
Employers must also allow employees to take pregnancy-related leave for as long as they are disabled on account of pregnancy, childbirth, or related medical condition, up to four months.  This applies to all employers with twenty-five or more employees within Louisiana.
La. Rev. Stat. §§ 23:341-342.
Workplace Breastfeeding Rights
The only state-specific law applies to employees of public schools.  Louisiana school boards are required to provide nursing employees with a private room to express breast milk, and a reasonable amount of break time to do so, for up to one year after the birth of the child.  If possible, the break time must occur during the employee’s ordinary break time; any additional leave will be unpaid.
La. Rev. Stat. § 17:81(W).

Pregnancy:
Link to statute: http://legis.state.la.us/lss/lss.asp?doc=83884&showback=

For additional information:

Louisiana Commission on Human Rights
1001 N. 23rd St., Suite 268
Baton Rouge, Louisiana 70802
Phone: (225) 342-6969
http://www.gov.state.la.us/HumanRights/humanrightshome.htm

Louisiana Office of the Attorney General
1885 N. Third Street
Baton Rouge, LA  70802
225-326-6079
http://www.ag.state.la.us/


Maine Attorney General and HR Office Contact Info

MAINE

Pregnancy Discrimination
The Maine Human Rights Act prohibits discrimination on the basis of sex, defined to include discrimination on the basis of pregnancy and related medical conditions.  This applies to all employers.
Me. Rev. Stat. tit. 5, §§ 4572, 4572-A.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat women who are unable to work because of a disability or illness resulting from pregnancy or related medical conditions the same as other employees who are not able to work because of other disabilities or illnesses, including with respect to leave benefits.  This applies to all employers.
Me. Rev. Stat. tit. 5, § 4572-A.
Workplace Breastfeeding Rights
Employers may not discriminate against employees who choose to express breast milk in the workplace.  Employers must provide adequate unpaid break time, or allow an employee to use her paid break time, to express breast milk for up to three years following childbirth.  The employer must make reasonable efforts to provide a clean, private place, other than a bathroom, for an employee to express breast milk.  This applies to all employers.
Me. Rev. Stat. Ann. tit. 26, § 604.

Pregnancy:
Link to statute: http://www.mainelegislature.org/legis/statutes/5/title5sec4572-a.html
Breastfeeding:
Link to statute: http://www.mainelegislature.org/legis/statutes/26/title26sec604.html

For additional information:

Maine Human Rights Commission
51 State House Station
Augusta, ME 04333
Phone: (207) 624-6290
http://www.maine.gov/mhrc/

Maine Office of the Attorney General
6 State House Station
Augusta, ME 04333
Phone: (207)-626-8800
http://www.maine.gov/ag/


Maryland Attorney General and HR Office Contact Info

MARYLAND

Pregnancy Discrimination
Courts have construed Maryland’s prohibition on sex discrimination in employment to bar discrimination on the basis of pregnancy.  This applies to employers with more than fifteen employees, except bona fide tax-exempt private membership clubs.
Md. Code, State Gov’t § 20–606; see, e.g., Makovi v. Sherwin-Williams Co., 316 Md. 603, 626, 561 A.2d 179, 189 (1989);  Cuffee v. Verizon Commc'ns, Inc., 755 F. Supp. 2d 672, 675 (D. Md. 2010).
Pregnancy Accommodation and Pregnancy-Related Disability
Maryland law requires disabilities stemming from pregnancy or childbirth to be treated as temporary disabilities for all job-related purposes, including with respect to insurance and leave plans.  All policies and practices that govern other temporary disabilities must be applied to pregnancy and childbirth-related disabilities. 
Employers must explore possible reasonable accommodations for an employee’s pregnancy or childbirth-related disability.  If an employee requests a transfer to a less strenuous or less hazardous position as a reasonable accommodation, the employer is required to provide the transfer for a period of time up to the duration of the employee's pregnancy if (1) such transfers are provided to employees with other temporary disabilities, or (2) the employee’s health care provider advises the transfer and the placement would not have one of the four statutorily-provided effects. This applies to employers with more than fifteen employees, except bona fide tax-exempt private membership clubs.
Md. Code, State Gov’t § 20–609.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://law.justia.com/codes/maryland/2010/state-government/title-20/subtitle-6/20-606
Link to case law: http://www.mdd.uscourts.gov/Opinions/Opinions/Ferdinand-Davenport05oct10.pdf

For additional information:

Maryland Commission on Civil Rights
6 Saint Paul Street, Suite 900
Baltimore, Maryland 21202-1631
Phone: (410) 767-8600 
Toll Free: (800) 637-6247 
http://mccr.maryland.gov

Maryland Office of the Attorney General
200 St. Paul Place
Baltimore, MD 21202
Phone: (410) 576-6300
Toll Free: (888) 743-0023 (Maryland only)
http://www.oag.state.md.us/


Massachusetts Attorney General and HR Office Contact Info

MASSACHUSETTS

Pregnancy Discrimination
Massachusetts law prohibits employment discrimination on the basis of sex.  The Massachusetts Supreme Judicial Court has interpreted this prohibition to bar discrimination on the basis of pregnancy.  This provision applies to employers with six or more employees, except certain social and fraternal organizations.  
Mass. Gen. Laws ch. 151B, § 4; Massachusetts Elec. Co. v. Massachusetts Comm'n Against Discrimination, 375 Mass. 160 (1978).
Pregnancy Accommodation and Pregnancy-Related Disability
The Massachusetts Supreme Judicial Court has construed the general prohibition on pregnancy discrimination discussed above to require the same benefits be given to employees with pregnancy-related disabilities as to those with other temporary disabilities.  The Massachusetts Commission Against Discrimination has issued regulations that explicitly adopt this construction, and also mandate that disability due to pregnancy or childbirth be treated the same as other temporary disabilities for all job-related purposes.
Mass. Gen. Laws ch. 151B, § 4; 804 Mass. Code Regs. 8.01; Massachusetts Elec. Co. v. Massachusetts Comm'n Against Discrimination, 375 Mass. 160 (1978).
A female employee who has completed the initial probationary period set by her employer or, if none, three consecutive months of full-time employment, is entitled to up to eight weeks of paid or unpaid maternity leave after giving birth or adopting a child.  Upon giving two weeks’ notice of her intent to return, such a female employee must be restored to her previous status, with limited exceptions due to an employer’s changed circumstances.  An employee who takes maternity leave is not entitled to accrue benefits while on leave unless the employer provides such benefits to all employees on temporary leave.  This requirement applies to the same employers as the nondiscrimination requirement above.
Mass. Gen. Laws ch. 149, § 105 d.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: https://malegislature.gov/Laws/GeneralLaws/PartI/TitleXXI/Chapter151b/Section4
Link to case law: http://masscases.com/cases/sjc/375/375mass160.html

For additional information:

Massachusetts Office of the Attorney General
Civil Rights Division
One Ashburton Place
Boston, MA 02108-1518
Phone: (617) 727-8400
http://www.mass.gov/ago/bureaus/public-protection-and-advocacy/the-civil-rights-division/


Michigan Attorney General and HR Office Contact Info

MICHIGAN

Pregnancy Discrimination
The Elliott-Larsen Civil Rights Act prohibits discrimination on the basis of pregnancy, childbirth, or a related medical condition (except non-therapeutic abortion not intended to save the mother’s life).  This law applies to all employers.
Mich. Cmp. L. § 37.2202.
Pregnancy Accommodation and Pregnancy-Related Disability
Women affected by pregnancy, childbirth, or a related medical condition must be treated in the same manner as employees not so affected but similar in their ability or inability to work.
Mich. Comp. L. § 37.2202.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.legislature.mi.gov/(S(fnle5yb0qio5ex55f0oh5545))/mileg.aspx?page=getObject&objectname=mcl-37-2202

For additional information:

Michigan Department of Civil Rights  -
 Lansing Executive Office
Capitol Tower Building
110 W. Michigan Ave., Ste. 800
Lansing, MI 48933
Phone: (517) 241-6300
http://www.michigan.gov/mdcr

Michigan Office of theAttorney General
G. Mennen Williams Building, 7th Floor
525 W. Ottawa St.
P.O. Box 30212
Lansing, MI 48909
Phone: (517) 373-1110
http://www.michigan.gov/ag/


Minnesota Attorney General and HR Office Contact Info

MINNESOTA

Pregnancy Discrimination
The Minnesota Human Rights Act prohibits employment discrimination on the basis of sex, which explicitly includes discrimination on the basis of pregnancy, childbirth, and disabilities related to pregnancy or childbirth.  This applies to all employers.
Minn. Stat. § 363A.03(42); Minn. Stat. § 363A.08.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers are required to treat women affected by pregnancy, childbirth, or related disabilities the same as other persons  not so affected but  similar in their ability or inability to work, including with respect to the provision of reasonable accommodations.   Employers with more than twenty-one employees are required to provide reasonable accommodations for pregnant employees.
Minn. Stat. § 363A.08.
Workplace Breastfeeding Rights
An employer must provide a reasonable amount of daily unpaid break time to employees to express breast milk, unless doing so would unduly disrupt the employer’s business.  The break time must, if possible, run concurrent to break time already provided to employees.  The employer must make reasonable efforts to provide a private space, other than a bathroom, close to the employee’s work area and with access to an electrical outlet, to express breast milk.  This applies to all employers.
Minn. Stat. § 181.939.

Breastfeeding:
Link to statute:https://www.revisor.mn.gov/statutes/?id=181.939

For additional information:

Minnesota Department of Human Rights
Freeman Building
625 Robert Street North
Saint Paul MN 55155
Phone: (651)539-1100
Toll Free: (800) 657-3704
http://mn.gov/mdhr/

Minnesota Office of the Attorney General
1400 Bremer Tower
445 Minnesota Street
St. Paul, MN 55101-2131
Phone: (651) 296-3353
Toll Free: 800-657-3787
Web: http://www.ag.state.mn.us/


Mississippi Attorney General and HR Office Contact Info

MISSISSIPPI

Pregnancy Discrimination
There is no Mississippi law that prohibits discrimination based on pregnancy by private employers.  However, state employers are prohibited from terminating any employee because of pregnancy or requiring such employee to take leave.
27-110 Miss. Code R. § 7.3.9.
Pregnancy Accommodation and Pregnancy-Related Disability
As with discrimination generally, there is no law governing private employers.  State employers, though, must treat women disabled by pregnancy the same as other persons not so affected but similar in their ability or inability to work for all employment-related purposes, including receipt of benefits under fringe benefit programs.
27-110 Miss. Code R. § 3.2.
Workplace Breastfeeding Rights
An employer may not forbid an employee from breastfeeding or pumping during her break.
Miss. Code Ann. § 71-1-55.

Pregnancy:
Link to statute: http://www.spbrez.ms.gov/SPB%20Documents/SPB/Policy%20Proc/PPM%207%20-%20Employee%20Relations.pdf

Breastfeeding:
Link to statute: http://law.justia.com/codes/mississippi/2010/title-71/1/71-1-55

For additional information:

Mississippi Department of Employment Security
Office of the Governor
1235 Echelon Parkway
P.O. Box 1699
Jackson, MS 39215-1699
Phone: (601) 321-6000
http://mdes.ms.gov/

Mississippi Office of the Attorney General
Walter Sillers Building
550 High Street, Suite 1200
Jackson, MS 39201
Phone: (601) 359-3680
http://www.ago.state.ms.us/


Missouri Attorney General and HR Office Contact Info

MISSOURI

Pregnancy Discrimination
The Missouri Human Rights Act prohibits employment discrimination based on sex.  Some courts have held this includes a prohibition on pregnancy discrimination.  In its implementing regulations, the Missouri Commission on Human Rights has interpreted this statute to prohibit any policy or practice which excludes from employment applicants or employees because of pregnancy, barring a showing of business necessity.  This applies to employers with six or more employees within Missouri, except businesses owned and operated by religious groups are exempt.
Mo. Rev. Stat. § 213.055; Mo. Code Regs. Ann. tit. 8, § 60-3.040(16); see, e.g.,Self v. Midwest Orthopedics Foot & Ankle, P.C., 272 S.W.3d 364 (Mo. Ct. App. 2008); Midstate Oil Co., Inc. v. Missouri Comm'n on Human Rights, 679 S.W.2d 842, 846 (Mo. 1984).
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat disabilities stemming from pregnancy, miscarriage, legal abortion, childbirth and recovery as temporary disabilities, and must treat them the same as any other temporary disability for all job-related purposes.
Mo. Code Regs. Ann. tit. 8, § 60-3.040(16)(A).
An employer cannot terminate a temporarily disabled employee due to an inadequate leave policy if such policy has a disproportionate impact on employees of one sex and is not justified by business necessity.
Mo. Code Regs. Ann. tit. 8, § 60-3.040(16)(B).
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.moga.mo.gov/statutes/chapters/chap213.htm

For additional information:

Missouri Commission on Human Rights
3315 W. Truman Blvd., Rm 212
Jefferson City, MO 65102-1129
Phone: 573-751-3325
Toll Free: (877)-781-4236 (Missouri only)
http://labor.mo.gov/mouhumanrights

State of Missouri of the Attorney General
Supreme Court Building
207 W. High St.
Jefferson City, MO 65102
Phone: 573-751-3321
https://www.ago.mo.gov/


Montana Attorney General and HR Office Contact Info

MONTANA

Pregnancy Discrimination
Montana employers cannot terminate a woman’s employment due to her pregnancy, refuse to grant her a reasonable leave of absence for the pregnancy, deny her disability or leave benefits, or require her to take leave for an unreasonable length of time.  This applies to all employers.
Mont. Code Ann. § 49-2-310.
Pregnancy Accommodation and Pregnancy-Related Disability
As noted above, an employee is entitled to a reasonable leave of absence for pregnancy.   In determining the reasonableness of the length of leave, the employer must apply standards at least as inclusive as those it applies to other medical-related temporary leave requests.
Mont. Code Ann. § 49-2-310; Mont. Admin. R. 24.9.1203.
Employers must treat disabilities stemming from pregnancy, childbirth or related medical conditions the same as other temporary disabilities, including with respect to insurance and leave plans.
Mont. Admin. R. 24.9.1206.
Upon returning from maternity leave, an employee must be restored to her original or equivalent position, barring a change in the employer’s circumstances.
Mont. Code Ann. § 49-2-311.
Breastfeeding Rights
It is illegal for any public employer in Montana to discriminate against an employee who expresses breast milk in the workplace.  Every public employer must have written policies that encourage and accommodate breastfeeding and ensure employees are provided with adequate facilities for breastfeeding or expressing milk.  Public employers must make reasonable efforts to provide a space close to the employee’s work area, other than a toilet stall, to express breast milk.  Additionally, public employers must provide reasonable unpaid break time to employees who need to express breast milk, unless doing so would unduly disrupt the employer’s operations.
Mont. Code Ann. §§ 39-2-215 through 217.

Pregnancy:
Link to statute: http://leg.mt.gov/bills/mca/49/2/49-2-310.htm

Breastfeeding:
Link to statute: http://leg.mt.gov/bills/mca/39/2/39-2-215.htm

For additional information:

Montana Human Rights Bureau
Human Rights Bureau
625 11th Avenue
Helena MT, 59624-1728
Phone: (406) 444-2884
Toll Free: (800) 444-2884 (Montana only)
http://erd.dli.mt.gov/human-rights

Montana Office of the Attorney General
Department of Justice
P.O. Box 201401
Helena, MT 59620-1401
Phone: (406) 444-2026
https://doj.mt.gov/


Nebraska Attorney General and HR Office Contact Info

NEBRASKA

Pregnancy Discrimination
Nebraska prohibits employment discrimination on the basis of sex, explicitly defined to include discrimination on the basis of pregnancy, childbirth, or related medical conditions.  This law applies to employers with fifteen or more employees, except bona fide private membership clubs.
Neb. Rev. St. §§ 48-1102, 1104.
Pregnancy Accommodation and Pregnancy Related-Disability
State employers must treat pregnancy as a temporary disability for leave purposes.
273 Neb. Admin. Code § 10-005, 011.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.neoc.ne.gov/FepaLawText.html

For additional information:

Nebraska Equal Opportunity Commission
Nebraska State Office Building
301 Centennial Mall South, 5th Floor
PO Box 94934
Lincoln, NE 68509-4934
Phone: (402) 471-2024
Toll Free: (800) 642-6112
Web: http://www.neoc.ne.gov//

Office of the Attorney General
2115 State Capitol, room 2115.
Lincoln, NE 68509
Phone: (402) 471-2682
Web: http://www.ago.ne.gov/


Nevada Attorney General and HR Office Contact Info

NEVADA

Pregnancy Discrimination
No specific law at the state level.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers that provide leave with or without pay, or leave without loss of seniority, to employees for sickness or disability stemming from a medical condition must provide the same benefits to pregnant employees.
Nev. Rev. Stat. § 613.335.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.leg.state.nv.us/NRS/NRS-613.html#NRS613Sec330

For additional information:

Equal Rights Commission

Las Vegas
1820 East Sahara Avenue
Suite 314
Las Vegas, NV  89104
Phone: (702) 486-7161

Northern Nevada
1325 Corporate Blvd.
Room 115
Reno, NV  89502
Phone: (775) 823-6690
Web: http://detr.state.nv.us/nerc.htm

Office of the Attorney General
Carson City Office
100 North Carson Street
Carson City, NV 89701
Phone: 775-684-1100
Web: http://ag.nv.gov/


New Hampshire Attorney General and HR Office Contact Info

NEW HAMPSHIRE

Pregnancy Discrimination
The New Hampshire Law Against Discrimination prohibits employment discrimination on the basis of sex, defined to include pregnancy and medical conditions resulting from pregnancy, childbirth or related medical conditions.  This applies to employers with six or more employees, other than social clubs and non-profit religious and fraternal organizations.
N.H. Rev. Stat. Ann. § 354-A:7.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must allow female employees to take a leave of absence for the period of temporary physical disability resulting from pregnancy, childbirth or related medical conditions.  Upon return, such employees must be restored to their original or a comparable position, unless business necessity makes this impossible.  For all other purposes, including benefits plans, employers must treat female employees affected by pregnancy, childbirth, and related medical conditions the same as other employees affected by any other temporary disability.
N.H. Rev. Stat. Ann. § 354-A:7.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.gencourt.state.nh.us/rsa/html/XXXI/354-A/354-A-7.htm

For additional information:

New Hampshire Commission for Human Rights
2 Chenell Drive Unit 2
Concord, NH 03301-8501
Phone: (603) 271-2767
Web: http://www.nh.gov/hrc/

Office of the Attorney General
33 Capitol Street
Concord, NH 03301
Phone: (603) 271-3658
Web: http://doj.nh.gov/


New Jersey Attorney General and HR Office Contact Info

NEW JERSEY

Pregnancy Discrimination
New Jersey Law Against Discrimination prohibits employment discrimination on the basis of pregnancy.  This applies to all employers other than religious organizations.
N.J. Stat. Ann. § 10:5-12 .

Pregnancy Accommodation and Pregnancy-Related Disability
Employers must provide reasonable accommodations for women who are pregnant or who suffer from medical conditions related to pregnancy and childbirth.
N.J. Stat. Ann. § 10:5-3.1.
The New Jersey Family Leave Act requires employers to allow employees to take up to twelve weeks of unpaid leave in a twenty-four month period for, among other things, the birth or adoption of a child.  This leave may commence at any time within a year after the date of the birth or placement for adoption.  Employers may exclude certain employees from this benefit if they are among the highest five percent, or seven highest (whichever is greater), of the employer’s paid salaried employees.  This law applies to all public employers and to private employers with fifty or more employees.
N.J. Stat. Ann. § 34:11B-4.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://legiscan.com/NJ/text/S2995/2012

For additional information:

New Jersey Civil Rights Commission
140 East Front Street
6th Floor
Trenton, NJ 08625-0090
Phone: 609-292-4605
Web: http://www.nj.gov/oag/dcr/localcontact-offices.html

New Jersey Office of the Attorney General, Division on Civil Rights
140 East Front Street
6th Floor
Trenton, NJ 08625-0090
Phone: 609-292-4605
Web: http://www.nj.gov/oag/dcr/index.html


New Mexico Attorney General and HR Office Contact Info

NEW MEXICO

Pregnancy Discrimination
The New Mexico Human Rights Act explicitly prohibits employment discrimination on the basis of sex.  The New Mexico Human Rights Commission has issued regulations that interpret this prohibition to include discrimination on the basis of pregnancy, childbirth, or related medical conditions.  This applies to employers with four or more employees.
N.M. Stat. Ann. § 28-1-7; N.M. Code R. § 9.1.1.7(HH)(2).
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat employees affected by pregnancy, childbirth or related medical conditions the same as other employees who are temporarily disabled for other reasons.
N.M. Code R. § 9.1.1.7(HH)(2).
Workplace Breastfeeding Rights
Employers are required to provide nursing mothers with a clean and private space near the employee’s workspace, other than a bathroom, to use a breast pump. They are also required to provide such employees with flexible break times.  
N.M. Stat. Ann. § 28-20-2.

Pregnancy:
Link to statute: http://law.justia.com/codes/new-mexico/2006/nmrc/jd_28-1-7-bcb3.html
Link to case: http://law.justia.com/cases/new-mexico/supreme-court/1990/18790-0.html

Breastfeeding:
Link to statute: http://statutes.laws.com/new-mexico/chapter-28/article-20/section-28-20-2

For additional information:

New Mexico Human Rights Bureau
1596 Pacheco St., Suite103
Santa Fe, NM 87505
Phone: 505-827-6838
Toll-free:  1-800-566-9471 
Web: http://www.dws.state.nm.us/LaborRelations/
HumanRights/Information

New Mexico Attorney General 408 Galisteo Street
Villagra Building
Santa Fe, NM 87501
Phone: (505) 827-6000
Web: http://www.nmag.gov/home


New York Attorney General and HR Office Contact Info

NEW YORK

Pregnancy Discrimination
The New York Human Rights Law prohibits employment discrimination on the basis of “familial status,” which includes discrimination against any person who is pregnant.  In addition, New York courts have construed the prohibition on sex discrimination in the Human Rights Law to prohibit pregnancy discrimination.  The law applies to all employers with four or more employees.
N.Y. Exec. L. §§ 292, 296; Elaine W. v. Joint Diseases N. Gen. Hosp., Inc., 81 N.Y.2d 211 (1993); Mittl v. N.Y. State Div. of Human Rights, 100 N.Y.2d 326 (2003).
Pregnancy Accommodation and Pregnancy-Related Disability
Under case law applying the Human Rights Law, New York courts have held that employers are required to provide the same benefits and accommodations to employees affected by pregnancy, child birth, or related conditions as they provide in other instances of temporary disability.
Brooklyn Union Gas Co. v. N.Y. State Human Rights Appeal Bd., 41 N.Y.2d 84, 359 N.E.2d 393 (1976).
Workplace Breastfeeding Rights
Employers are prohibited from discriminating against employees who express breast milk in the workplace.  They must also provide reasonable unpaid break time, or allow employees to use paid break or meal time, for employees to express breast milk for their nursing children, for up to three years following the child’s birth.  Employers must make reasonable efforts to provide employees with a private space near their work area where they can express milk.   This applies to all employers.
N.Y. Labor Law § 206-c.

Pregnancy:
Link to statute: http://www.dhr.ny.gov/sites/default/files/doc/hrl.pdf
Link to case: http://law.justia.com/cases/new-york/appellate-division-first-department/2014/153013-12-11611.html

Breastfeeding: Link to statute: http://public.leginfo.state.ny.us/LAWSSEAF.cgi?QUERYTYPE=LAWS+&QUERYDATA=$$LAB206-C$$@TXLAB0206-C+&LIST=LAW+&BROWSER=EXPLORER+&TOKEN=44233559+&TARGET=VIEW

For additional information:

New York State Division of Human Rights
Phone: 1 (888) 392-3644
Web: http://www.dhr.ny.gov/ [homepage]
Web: http://www.dhr.ny.gov/contact-us [listing of all regional offices’ addresses, phone numbers]]

New York State Attorney General Civil Rights Bureau
120 Broadway, 23rd Floor
New York, NY 10271
Phone: (212) 416-8250
Toll Free: (800) 771-7755
Web: http://www.ag.ny.gov/bureau/civil-rights


North Carolina Attorney General and HR Office Contact Info

NORTH CAROLINA

Pregnancy Discrimination
No specific law at the state level.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
No specific law at the state level.

Link to statute: http://www.ncga.state.nc.us/gascripts/statutes/StatutesTOC.pl?Chapter=0126

For additional information:

North Carolina Human Rights Commission
Third Floor, Administration Building
116 W. Jones Street
Raleigh, NC 27603-1300
Phone: Main Office: 919-807-4420
Toll Free: 1-866-324-7474 (1-866-344-7474)
Web: http://www.doa.nc.gov/hrc/

North Carolina Attorney General’s Office
9001 Mail Service Center
Raleigh, NC 27699-9001
Phone: (919) 716-6400
Web: ttp://www.ncdoj.gov/About-DOJ.aspx


North Dakota Attorney General and HR Office Contact Info

NORTH DAKOTA

Pregnancy Discrimination
The North Dakota Human Rights Act prohibits employment discrimination on the basis of sex, which is defined to include pregnancy, childbirth, and disabilities related to pregnancy or childbirth.  This applies to all employers who employ at least one person in North Dakota for more than one quarter of each year.
N.D. Cent. Code Ann. §§ 14-02.4-02, 14-02.4-03.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.legis.nd.gov/cencode/t14c02-4.pdf?20130606104043

For additional information:

North Dakota Department of Labor and Human Rights
600 East Boulevard Avenue, Dept. 406
Bismarck ND 58505-0340
Phone: (701) 328-2660
Toll-free:  1-(800)-582-8032; 1-(800)-366-6888 or
1-(800)-366-6889
Web: http://www.nd.gov/labor/human-rights

North Dakota Attorney General Office
State Capitol
600 E. Boulevard Ave.
Dept. 125
Bismarck, ND 58505
Phone: 701 328-2210
Web: http://www.ag.nd.gov/


Ohio Attorney General and HR Office Contact Info

OHIO

Pregnancy Discrimination
Ohio prohibits employment discrimination on the basis of sex, which explicitly includes pregnancy, any illness arising out of and occurring during the course of a pregnancy, childbirth, or related medical conditions.  This law applies to all employers with four or more employees within Ohio.
Ohio Rev. Code §§ 4112.01, 4112.02.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat women affected by pregnancy, childbirth, or related medical conditions the same as other employees not so affected but similar in their ability or inability to work for all employment-related purposes, including receipt of benefits under fringe benefit programs. 
Ohio Rev. Code §§ 4112.01.
If an employer has no leave policy, an employer must allow a reasonable period of leave for childbearing.  Following leave, an employee is entitled to return to the same or a similar position. This applies to public employers and to private employers with four or more employees within Ohio.
Ohio Admin. Code § 4112-5-05.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://codes.ohio.gov/orc/4112.01

For additional information:

Ohio Civil Rights Commission
Central Office

Rhodes State Office Tower
30 East Broad Street, 5th Floor
Columbus, OH 43215
Phone: (614) 466-2785
Toll free Number: 888-278-7101 
Web: http://crc.ohio.gov/Home.aspx 

Ohio Attorney General’s Office
30 East Broad Street, 14th floor
Columbus, OH  43215
Phone: 616-466-4986
Toll free: 800-282-0515
Web: http://www.ohioattorneygeneral.gov/


Oklahoma Attorney General and HR Office Contact Info

OKLAHOMA

Pregnancy Discrimination
Oklahoma prohibits employment discrimination on the basis of sex, defined to include pregnancy, childbirth or related medical conditions. This applies to all employers except employers of domestic workers.
Okla. Stat. tit. 25, §§ 1301, 1302.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat women affected by pregnancy, childbirth or related medical conditions the same as other employees with temporary disabilities for all job-related purposes. 
Okla. Stat. tit. 25, § 1301; Okla. Admin. Code § 335:15-3-9.
If an employer’s termination of an employee with a temporary disability is due to an inadequate leave policy, the termination will be unlawful if the policy has a disproportionate impact on employees of one sex and is not justified by business necessity.
Okla. Admin. Code § 335:15-3-9.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://webserver1.lsb.state.ok.us/OK_Statutes/CompleteTitles/os25.rtf

For additional information:

Oklahoma Office of the Attorney General
Office of Civil Rights Enforcement
313 NE 21st Street
Oklahoma City, Oklahoma 73105
Phone: (405) 521-2029
Web: http://www.ok.gov/oag/About_the_Office/OCRE.html


Oregon Attorney General and HR Office Contact Info

OREGON

Pregnancy Discrimination
Oregon law prohibits employment discrimination on the basis of sex, defined to include pregnancy, childbirth and related medical conditions or occurrences.  This law applies to all employers.
Or. Rev. Stat. § 659A.029, 659A.030.
Pregnancy Accommodation and Pregnancy Related Disability
Employers must treat women affected by pregnancy, childbirth or related medical conditions or occurrences the same as other employees with a similar ability or inability to work due to a physical condition, for all employment-related purposes, including receipt of benefits under fringe benefit programs.
Or. Rev. Stat. § 659A.029.
Workplace Breastfeeding Rights
Upon receiving reasonable notice, employers are required to provide reasonable unpaid rest periods for female employees to express milk.  Unless otherwise agreed upon, these breaks must be thirty minutes long during each four-hour shift, and taken somewhere in the middle of the shift.  If feasible, the employee is to use her otherwise provided meal or rest breaks for these purposes.   Employers are not required to do so if it would impose an undue hardship on their business operations.  Employers must also make reasonable efforts to provide a private location near the employee’s work area, other than a restroom, for her to express milk. These requirements only apply to employers with twenty-five or more employees in Oregon, and for employees breastfeeding their children eighteen months old or younger.
Or. Rev. Stat. § 653.077.

Pregnancy:
Link to statute: https://www.oregonlegislature.gov/bills_laws/lawsstatutes/2013ors659a.html

Breastfeeding:
Link to statute: https://www.oregonlegislature.gov/bills_laws/lawsstatutes/2013ors653.html
Link to statute: https://olis.leg.state.or.us/liz/2007R1/Measures/Text/HB2372/Enrolled

For additional information:

Oregon Civil Rights Division
Bureau of Labor & Industries (BOLI)
800 N.E. Oregon, Suite 1045
Portland, OR 97232
Phone: 971-673-0764
Web: http://www.oregon.gov/boli/CRD/Pages/about_us.aspx

Oregon Attorney General
Oregon Department of Justice
1162 Court Street NE
Salem, OR 97301-4096
Phone: (503) 378-4400
Web: http://www.doj.state.or.us/Pages/index.aspx


Pennsylvania Attorney General and HR Office Contact Info

PENNSYLVANIA

Pregnancy Discrimination
The Human Relations Act prohibits employment discrimination on the basis of sex. The Pennsylvania Human Rights Commission has interpreted this provision to prohibit employers from having written or unwritten policies or practices that exclude women from employment due to pregnancy, absent a showing such an exclusion is warranted.  The Human Relations Act applies to employers with four or more employees in Pennsylvania.
43 Pa. Stat. § 955; 16 Pa. Code § 41.102.
Pregnancy Accommodation and Pregnancy-Related Disability
The Pennsylvania Human Rights Commission has interpreted the Human Relations Act’s prohibition on sex discrimination to require that employers apply all policies and practices, including leave and benefit policies, equally to those employees who have a disability due to pregnancy or childbirth as to those with other disabilities.  Employers may not require employees to take leave due to pregnancy or childbirth.
43 Pa. Stat. § 955; 16 Pa. Code § 41.103.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.pacode.com/secure/data/016/chapter42/chap42toc.html

For additional information:

PA Human Relations Commission
Executive Offices
333 Market St., 8th Floor
Harrisburg, PA  17101-2210
Phone: (717) 787-4410
Web: http://www.portal.state.pa.us/portal/server.pt/
community/phrc_home/18970

PA Attorney General’s Office
Pennsylvania Attorney General
Civil Rights Enforcement Section
14th Floor Strawberry Square
Harrisburg, PA  17120
Phone: (717) 787-0822
Web: http://www.attorneygeneral.gov/index.aspx


Rhode Island Attorney General and HR Office Contact Info

RHODE ISLAND

Pregnancy Discrimination
Rhode Island law prohibits employment discrimination on the basis of sex, defined to include pregnancy, childbirth, or related medical conditions.  This applies to all employers with four or more employees.
R.I. Gen. Laws §§ 28-5-6, 28-5-7.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat female employees affected by pregnancy, childbirth, or related medical conditions the same as other employees not so affected but similar in their ability or inability to work for all employment related purposes, including benefits and leave policies.
R.I. Gen. Laws § 28-5-6.
Workplace Breastfeeding Rights
Employers are required to make reasonable efforts to provide a private, secure and sanitary place close to an employee’s work area, other than a toilet stall, where an employee can express milk or breastfeed.  This applies to all employers.
R.I. Gen. Laws § 23-13.2-1.

Pregnancy:
Link to statute: http://webserver.rilin.state.ri.us/Statutes/title28/28-5/28-5-7.HTM
Link to case: http://caselaw.findlaw.com/ri-supreme-court/1122511.html

Breastfeeding:
Link to statute: http://webserver.rilin.state.ri.us/Statutes/TITLE23/23-13.2/23-13.2-1.HTM

For additional information:

Rhode Island Commission for Human Rights
180 Westminster Street, 3rd Floor
Providence, RI 02903
Phone: 401-222-2661    
http://www.richr.state.ri.us/frames.html

Rhode Island Office of the Attorney General
150 South Main Street
Providence, RI 02903
Phone: (401) 274-4400
http://www.riag.ri.gov/about/


South Carolina Attorney General and HR Office Contact Info

SOUTH CAROLINA

Pregnancy Discrimination
South Carolina prohibits employment discrimination on the basis of sex, defined to include pregnancy, childbirth, or related medical conditions.  This law applies to all employers with fifteen or more employees, except bona fide private membership clubs. 
S.C. Code Ann. § 1-13-80; S.C. Code Ann. § 1-13-30.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat women affected by pregnancy, childbirth, or related medical conditions the same as other persons not so affected but similar in their ability or inability to work for all employment-related purposes, including benefits and leave policies.
S.C. Code Ann. § 1-13-30.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.scstatehouse.gov/code/t01c013.php

For additional information:

South Carolina Human Affairs Commission
1026 Sumter Street,
Columbia, SC 29201
Phone: (803) 737-7800
Toll Free: 1-800-521-0725
http://www.schac.sc.gov/Pages/default.aspx

South Carolina Office of the Attorney General
Mailing address:
The Honorable Alan Wilson
P.O. Box 11549
Columbia, SC 29211

Office Location
Rembert Dennis Building
1000 Assembly Street,
Columbia, S.C. 29201
http://www.scag.gov/


South Dakota Attorney General and HR Office Contact Info

SOUTH DAKOTA

Pregnancy Discrimination
No specific law at the state level.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat pregnancy and childbirth the same as they treat temporary disabilities, except in the context of insurance.  This applies to all employers.
S.D. Admin. R. 20:03:09:12.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://legis.sd.gov/Statutes/Codified_Laws/DisplayStatute.aspx?Type=Statute&Statute=20-13-10

Link to case law: http://legis.sd.gov/Rules/DisplayRule.aspx?Rule=20:03:09:12

South Dakota Division of Human Rights
Kneip Building
700 Governors Dr.
Pierre, SD 57501-2291
Phone: (605) 773-4493
http://dlr.sd.gov/humanrights/

South Dakota Office of the Attorney General
1302 E Hwy 14
Suite 1
Pierre, SD 57501-8501
Phone: (605) 773-3215
http://atg.sd.gov/Home.aspx


Tennessee Attorney General and HR Office Contact Info

TENNESSEE

Pregnancy Discrimination
The Tennessee Human Rights Act prohibits employment discrimination on the basis of sex.  Although the statute does not explicitly define sex to include pregnancy, the Tennessee Court of Appeals has repeatedly interpreted the Human Rights Act to prohibit discrimination on the basis of pregnancy.  The Tennessee Human Rights Act applies to all employers with eight or more employees in Tennessee, except for domestic employers.
Tenn. Code Ann. §§ 4-21-101, 4-21-401; see, e.g., Spann v. Abraham, 36 S.W.3d 452 (Tenn. Ct. App. 1999); Castro v. TX Direct, LLC, W2012-01494-COA-R3CV, 2013 WL 684785 (Tenn. Ct. App. Feb. 25, 2013); Pierce v. City of Humboldt, W2012-00217-COA-R3CV, 2013 WL 1190823 (Tenn. Ct. App. Mar. 25, 2013).
Pregnancy Accommodation and Pregnancy-Related Disability
If an employee has worked for the same employer full-time for at least twelve consecutive months, he or she may take four months leave for adoption, pregnancy, childbirth, or nursing an infant.  Such leave shall not affect the employee’s accrued seniority, leave, or benefits, although the employer is not required to pay for such benefits during the leave period.  Generally, if three months’ notice was given prior to the start of leave, the employer will be required to restore the employee, upon return, to his or her original position or to a similar position.
Tenn. Code Ann. § 4-21-408.  
Workplace Breastfeeding Rights
Employers are required to provide reasonable daily unpaid break time to employees who need to express breast milk for their infant children unless doing so would unduly disrupt the employer’s business.   If possible, this break shall run concurrently with any other break time already provided.  Employers must make reasonable efforts to provide employees with a private space close to their work area, other than a toilet stall, to express breast milk. This law applies to all employers.
Tenn. Code Ann. § 50-1-305.

Pregnancy:
Link to statute: http://www.tn.gov/humanrights/publications/THRC%20Statutes-%20Rev1-2014.pdf
Link to case: http://scholar.google.com/scholar_case?case=2327723224434101456&hl=en&as_sdt=6&as_vis=1&oi=scholarr

Breastfeeding:
Link to statute: http://www.lawserver.com/law/state/tennessee/tn-code/tennessee_code_68-58-101

For additional information:

Tennessee Human Rights Commission
Tennessee Tower
312 Rosa L Parks Ave, 23rd floor
Nashville, TN 37243
Phone: 615-741-5825
Toll Free: (800)251-3589
http://www.tn.gov/humanrights/about_thrc.html

Office of the Attorney General and Reporter
P.O. Box 20207
Nashville, TN 37202-0207
Telephone: (615) 741-3491
http://www.tn.gov/attorneygeneral


Texas Attorney General and HR Office Contact Info

TEXAS

Pregnancy Discrimination
Texas prohibits employment discrimination on the basis of sex, which explicitly includes pregnancy, childbirth, or a related medical condition.  This applies to private employers with fifteen or more employees, as well as to all public employers.
Tex. Lab. Code Ann. §§ 21.051, 21.106.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers with fifteen or more employees are required to treat female employees affected by pregnancy, childbirth, or a related medical condition the same as other employees not so affected but similar in their ability or inability to work for all purposes related to employment, including in leave and benefit policies.
Tex. Lab. Code Ann § 21.106.
Municipal and county employers must make reasonable efforts to accommodate employees who are partially physically restricted by pregnancy; this may include making a temporary work assignment within the employee’s office.
Tex. Loc. Gov’t Code § 180.004.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.statutes.legis.state.tx.us/SOTWDocs/LA/htm/LA.21.htm

For additional information:

The Texas Workforce Commission Civil Rights Division
Phone: 888-452-4778 (in Texas only)
512-463-2642 (Austin area and out-of-state)
http://www.twc.state.tx.us/customers/cwp/civil-rights-discrimination.html

Texas Office of the Attorney General
300 W. 15th Street
Austin, TX 78701
Toll Free: 1-800-252-8014
https://www.texasattorneygeneral.gov/


Utah Attorney General and HR Office Contact Info

UTAH

Pregnancy Discrimination
The Utah Antidiscrimination Act prohibits employment discrimination on the basis of pregnancy, childbirth, or pregnancy-related conditions.  This law applies to all employers except religious businesses and organizations.
Utah Code § 34A-5-106.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://le.utah.gov/code/TITLE34A/htm/34A05_010600.htm

For additional information:

Antidiscrimination & Labor Division
Labor Commission of Utah

160 East 300 South, 3rd Floor
P.O. Box 146640
Salt Lake City, UT 84114-6640
Phone: 801-530-6801
Toll Free: 1-800-222-1238
http://laborcommission.utah.gov/divisions/
AntidiscriminationAndLabor/

Utah Attorney General
Utah State Capitol Complex
350 North State Street Suite 230
Salt Lake City, UT 84114-2320
Phone: (801) 366-0260
http://attorneygeneral.utah.gov/


Vermont Attorney General and HR Office Contact Info

VERMONT

Pregnancy Discrimination
The Vermont Fair Employment Practices Act prohibits employment discrimination based on sex. The Supreme Court of Vermont has held that this includes discrimination based on pregnancy. This law applies to all employers.
Vt. Stat. tit. 21, § 495; Lavalley v. E.B. & A.C. Whiting Co., 166 Vt. 205, 692 A.2d 367 (1997).  
Pregnancy Accommodation and Pregnancy-Related Disability
Employers are required to provide up to twelve weeks of unpaid leave during an employee's pregnancy and/or following the birth of an employee's child.  Upon return from leave, the employee must be restored to the same or a comparable position.
Vt. Stat. Ann. tit. 21, § 472.
Workplace Breastfeeding Rights
Employers must provide nursing employees provide reasonable compensated or uncompensated time throughout the day for nursing mothers to express breast milk, as well as a private space other than a bathroom in which to do so, for up to three years after the birth of the child, unless doing so would constitute a substantial disruption to the employer’s business.  Employers cannot discriminate against employees who exercise this right. Vt. Stat. Ann. tit. 21, § 305.

Pregnancy:
Link to statute: http://www.leg.state.vt.us/statutes/fullsection.cfm?Title=21&Chapter=005&Section=00495
Link to case law: http://libraries.vermont.gov/sites/libraries/files/supct/166/94-657op.txt

Breastfeeding:
Link to statute: http://www.leg.state.vt.us/statutes/fullsection.cfm?Title=21&Chapter=005&Section=00305

For additional information

Vermont Human Rights Commission 
135 State Street 
Drawer 33 
Montpelier, VT 05633-6301
Phone:  (802) 828-2480 
Toll Free:  (800) 416-2010
http://hrc.vermont.gov/

Vermont Department of Human Resources
110 State Street
Montpelier, VT 05620-3001
Phone: (802) 828-3491
http://humanresources.vermont.gov/

Vermont Attorney General
109 State Street
Montpelier, VT 05609-1001
Phone: (802) 828-3171
http://www.atg.state.vt.us/


Virginia Attorney General and HR Office Contact Info

VIRGINIA

Pregnancy Discrimination
Virginia law prohibits employers with more than five but fewer than fifteen employees from terminating an employee on the basis of pregnancy, childbirth, or related medical conditions, including lactation.
Va. Code § 2.2-3903.
Pregnancy Accommodation and Pregnancy-Related Disability
Employers must treat female employees affected by pregnancy, childbirth, or related medical conditions the same as persons not so affected but similar in their abilities or disabilities for all purposes.
Va. Code § 2.2-3901.
Workplace Breastfeeding Rights
Employers with more than five but fewer than fifteen employees may not terminate a female employee on the basis of lactation.
Va. Code § 2.2-3903.

Pregnancy:
Link to statute: http://leg1.state.va.us/cgi-bin/legp504.exe?000+cod+2.2-3903

Breastfeeding:
Link to statute: http://leg1.state.va.us/cgi-bin/legp504.exe?ses=021&typ=bil&val=hj145

For additional information:

Virginia Council on Human Rights 
Pocahontas Building, 4th Floor 
900 E. Main St 
Richmond, VA 23219
Phone: (804) 225-2292
http://www.chr.state.va.us/

Virginia Attorney General
900 E. Main St 
Richmond, VA 23219
Phone: (804) 786-2071
http://www.oag.state.va.us/


Washington Attorney General and HR Office Contact Info

WASHINGTON

Pregnancy Discrimination
The Washington Law Against Discrimination prohibits employment discrimination on the basis of sex.  The Supreme Court of Washington and the Washington Human Rights Commission have held that this includes discrimination on the basis of pregnancy or childbirth.  This applies to employers with eight or more employees, but it does not apply to religious non-profit organizations.  There is also a “business necessity” exception under the regulations.
Wash. Rev. Code § 49.60.030; Wash. Admin. Code § 162-30-020; Hegwine v. Longview Fibre Co., Inc., 162 Wash. 2d 340, 344, 172 P.3d 688, 691 (2007).
Pregnancy Accommodation and Pregnancy-Related Disability
Employers with at least eight employees must grant female employees a leave of absence for the period of time that they are sick or temporarily disabled because of pregnancy or childbirth. Employers must treat a woman on pregnancy-related leave the same as other employees on leave due to illness or other temporary disability. 
Wash. Admin. Code § 162-30-020.
Workplace Breastfeeding Rights
No specific law exists at the state level.

Pregnancy:
Link to statute: http://apps.leg.wa.gov/rcw/default.aspx?cite=49.60.180
Link to case law: http://caselaw.findlaw.com/wa-court-of-appeals/1466290.html

For additional information:

Washington State Human Rights Commission (WSHRC) 
711 S. Capitol Way, # 402 
P.O. Box 42490 
Olympia, WA 98504-2490
Phone: (360) 753-6770 
Toll Free: 1-800-233-3247
http://www.hum.wa.gov/

Washington Attorney General
1125 Washington Street SE
P.O. Box 40100
Olympia, WA 98504
Phone: (360) 753-6200
http://www.atg.wa.gov/


West Virginia Attorney General and HR Office Contact Info

WEST VIRGINIA

Pregnancy Discrimination
The West Virginia Human Rights Act prohibits employment discrimination on the basis of sex.  The Supreme Court of Appeals of West Virginia has held that this includes discrimination on the basis of pregnancy.  This applies to public employers and to employers of twelve or more persons, except private clubs.
W. Va. Code § 5-11-9; Frank's Shoe Store v. W. Virginia Human Rights Comm'n, 179 W. Va. 53, 365 S.E.2d 251 (1986).
Pregnancy Accommodation and Pregnancy-Related Disability
The Pregnant Workers’ Fairness Act requires employers to make reasonable accommodations for known limitations related to the pregnancy, childbirth, or related medical condition of a job applicant or employee, unless doing so would impose an undue hardship on the employer.  It also prohibits employers from imposing mandatory leave or requiring applicants or employees to accept a pregnancy-related accommodation.  This applies to public employers and to private employers of twelve or more persons, except private clubs.
W. Va. Code § 5-11B-2.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://www.legis.state.wv.us/Bill_Status/bills_text.cfm?billdoc=HB4284%20SUB.htm&yr=2014&sesstype=RS&i=4284

For additional information:

West Virginia Human Rights Commission 
1321 Plaza East, Room 108A 
Charleston, WV 25301-1400
Phone: (304) 558-2616 
Toll Free: 1-888-676-5546
http://www.hrc.wv.gov/Pages/default.aspx

West Virginia Attorney General
West Virginia State Capitol Building 1,
Room 26-E
Charleston, WV 25305
Phone: (800) 368-8808
http://www.wvago.gov/


Wisconsin Attorney General and HR Office Contact Info

WISCONSIN

Pregnancy Discrimination
Wisconsin law prohibits employment discrimination on the basis of sex, which includes discrimination on the basis of pregnancy, childbirth, maternity leave or related medical conditions.  This applies to all employers except social clubs and fraternal organizations.
Wis. Gen. Stat. §§ 111.31, et seq.
Pregnancy Accommodation and Pregnancy Related Disability
No specific law at the state level.
Workplace Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://docs.legis.wisconsin.gov/statutes/statutes/111/II/36

For additional information:

Wisconsin Equal Rights Division 
201 E Washington Ave 
P.O. Box 8928 
Madison, WI 53708-8928
Phone: (608) 266-6860 
http://dwd.wisconsin.gov/er/

Wisconsin Attorney General
http://www.doj.state.wi.us/
P.O. Box 7857
Madison, WI 53707-7857
Phone: (608) 266-1221
Fax: (608) 267-2779


Wyoming Attorney General and HR Office Contact Info

WYOMING

Pregnancy Discrimination
Wyoming law prohibits employment discrimination on the basis of pregnancy.  This applies to all public employers and to all other employers, except religious organizations, with two or more employees.
Wyo. Stat. § 27-9-105.
Pregnancy Accommodation and Pregnancy-Related Disability
No specific law at the state level.
Breastfeeding Rights
No specific law at the state level.

Pregnancy:
Link to statute: http://legisweb.state.wy.us/statutes/statutes.aspx?file=titles/Title27/Title27.htm

For additional information:

Wyoming Department of Employment/Fair Employment Programs 
6101 Yellowstone, Room 259C 
Cheyenne, WY 82002
Phone: (307) 777-7261 
http://wyomingworkforce.org/Pages/default.aspx

Wyoming Attorney General
State Capitol Building, Room 123
200 W. 24th Street
Cheyenne, WY  82002
Phone: (307) 777-7841
http://ag.wyo.gov/


This document was last revised in December 2014.