Can You Get Fired for Being Pregnant in Minnesota?

No. In Minnesota, it is illegal to fire an employee because of pregnancy, childbirth, parental leave, or related medical conditions. State and federal laws protect pregnant employees from termination for pregnancy-related reasons, even though Minnesota is an at-will employment state.

At-will employment allows employers to end employment for lawful reasons, but it does not permit termination based on pregnancy or the use of protected accommodations or leave. If pregnancy played any role in the decision to fire you, the termination may be unlawful.

Minnesota State Laws: Protections for Pregnant MN Employees

Minnesota law provides broad protections for pregnant employees at work. These state laws govern discrimination, retaliation, workplace accommodations, pregnancy and parental leave, and lactation rights.

The Minnesota Human Rights Act (MHRA)

The Minnesota Human Rights Act makes it illegal for employers to discriminate or retaliate against employees because of pregnancy. It applies to hiring, firing, job conditions, and how pregnant employees are treated at work.

Pregnancy discrimination under the MHRA can include:

• Being fired or laid off after disclosing a pregnancy.
• Discipline, write-ups, or attendance penalties tied to pregnancy-related needs.
• Reduced hours, schedule changes, or loss of job duties.
• Being passed over for promotions or opportunities.
• Pressure to resign or take early leave.
• Pregnancy-related comments, jokes, or conduct that interfere with work.

The Women’s Economic Security Act (WESA)

The Women’s Economic Security Act requires Minnesota employers to provide certain pregnancy-related accommodations automatically. These accommodations must be provided without requiring a doctor’s note and without forcing an employee to take leave if adjustments would allow them to keep working.

For pregnancy-related needs beyond these automatic accommodations, such as modified duties or schedule adjustments, employers must engage in a good-faith interactive process (a two-way discussion where the employer and employee explore reasonable options that allow the employee to keep working) to determine whether a reasonable accommodation is available.

How to request accommodations:

• Submit the request in writing when possible.
• Explain that the request is pregnancy-related.
• Keep a copy of the request and any response.

Earned Sick and Safe Time (ESST)

Minnesota’s Earned Sick and Safe Time law allows employees to use paid sick time for pregnancy-related needs, including:

• Prenatal care and pregnancy-related symptoms.
• Short-term recovery, including miscarriage.
• Brief absences that do not qualify as pregnancy or parental leave.

ESST is separate from pregnancy and parental leave and accrues over time as you work. Employers may not retaliate against employees for using earned sick time for qualifying pregnancy-related reasons.

Nursing Mothers & Lactating Employees

Minnesota law requires employers to support nursing and lactating employees with reasonable break time and appropriate space to pump breast milk at work. These protections apply regardless of job title or length of employment, and employers may not retaliate against employees for using their lactation rights.

Employer Must Provide

• Reasonable break time to express milk (paid if other breaks are paid).
• A private space shielded from view and free from intrusion.
• A clean, non-bathroom location suitable for pumping,

Examples of violations include:

• Requiring pumping in a bathroom or storage area.
• Unreasonably denying or limiting pump breaks.
• Taking adverse action against an employee for requesting or using lactation accommodations.

Minnesota Pregnancy & Parenting Leave

Minnesota law provides eligible employees with up to 12 weeks of unpaid, job-protected leave for pregnancy, childbirth, or bonding with a new child. This leave protects your job while you are out, meaning you cannot be fired or replaced because you took qualifying leave.

You may be eligible if:

• You work in Minnesota.
• You are pregnant, recovering from childbirth, or bonding with a new child.
• You give your employer reasonable notice when possible.

Prenatal appointments and short-term pregnancy-related absences are generally treated separately and do not automatically reduce the 12 weeks of pregnancy or parenting leave.

Minnesota Paid Leave Law

Starting in 2026, Minnesota will offer paid leave benefits through a state-administered program that provides partial wage replacement during qualifying family or medical leave.

Paid leave benefits do not create job protection on their own. Job protection comes from other laws, such as Minnesota’s pregnancy and parenting leave statute or federal leave laws, when eligibility requirements are met.

How unpaid job-protected leave and paid leave benefits differ:

Plan Ahead

• Paid benefits begin in 2026, not before.
• You may be eligible for both unpaid job protection and paid leave benefits.
• Each program has its own application and documentation requirements.

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Federal Protections for Pregnant Workers

In addition to Minnesota law, several federal laws protect pregnant employees at work. Each federal law addresses a specific issue, such as discrimination, workplace accommodations, job-protected leave, or lactation rights, and may apply depending on employer size and employment history.

Title VII and Pregnancy Discrimination Act (PDA)

Title VII, as amended by the Pregnancy Discrimination Act, prohibits discrimination based on pregnancy, childbirth, or related medical conditions.

Common Title VII/PDA violations include:

• Being fired or laid off after announcing a pregnancy.
• Reduced hours, duties, or responsibilities based on pregnancy assumptions.
• Unequal enforcement of workplace policies against pregnant employees.
• Ignoring or dismissing complaints about pregnancy-related treatment.
• Pressuring an employee to resign instead of addressing pregnancy-related needs.

Under the PDA’s equal treatment rule, pregnant employees must be treated the same as other employees who are similar in their ability or inability to work. Pregnancy-related harassment, including offensive comments or pressure to quit, may also violate federal law.

Pregnant Workers Fairness Act (PWFA)

The PWFA requires covered employers to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions. Employers can not deny accommodation requests outright or force an employee to take leave when reasonable adjustments would allow them to continue working.

Under the PWFA, employers must:

• Consider reasonable accommodations unless doing so would cause undue hardship.
• Address accommodation requests in good faith.
• Allow employees to remain working when accommodations are feasible.

Common pregnancy accommodations include:

• Temporary light-duty for lifting restrictions.
• Additional restrooms or rest breaks.
• Seating for employees who normally stand.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for pregnancy, childbirth, or bonding with a new child. When applicable, FMLA leave may run at the same time as Minnesota pregnancy or parenting leave.

You may be eligible for FMLA if:

• Your employer has 50 or more employees.
• You have worked for the employer for at least 12 months.
• You have worked 1,250 hours in the past 12 months.

FMLA may be used for:

• Prenatal care and pregnancy-related medical needs
• Childbirth recovery.
• Bonding with a child through birth, adoption, or foster placement.

Americans with Disabilities Act (ADA)

The ADA does not treat pregnancy itself as a disability. However, it may protect employees who experience pregnancy-related medical conditions or complications that substantially limit major life activities. When the ADA applies, an employer may be required to provide reasonable accommodations.

The ADA may apply when pregnancy results in:

• A medical condition that limits major life activities.
• Recovery from pregnancy-related surgery or complications.
• Postpartum physical or mental health conditions.

Examples of ADA-covered accommodations can include:

• Temporary lifting restrictions due to pregnancy-related pain or injury.
• Time off for medically required bed rest or treatment.
• Modified schedules during recovery from a C-section or related condition.

The PUMP Act

The PUMP Act requires covered employers to provide nursing employees with reasonable break time and a private, non-bathroom space to express breast milk during the workday. These protections apply to most employees covered by federal wage and hour law.

Under the PUMP Act, employees are entitled to:

• Reasonable break time to express milk for up to one year after childbirth.
• A clean, private space that is shielded from view and free from intrusion.
• Protection from retaliation for requesting or using pump breaks.

Break time does not have to be paid unless the employer pays other breaks, but employers may not deny pumping time or take adverse action against employees for exercising these rights.

Can You Be Fired While Pregnant for Other Reasons?

Yes. An employer may lawfully fire a pregnant employee for a legitimate, pregnancy-neutral reason, such as documented performance issues, policy violations, or company-wide layoffs or position eliminations (often called a reduction in force). However, if pregnancy played any role in the decision, even alongside other stated reasons, the termination may be illegal.

Courts and enforcement agencies look beyond the label an employer gives for a termination. Timing, consistency, and how similarly situated employees were treated often matter more than the explanation offered.

If you’re unsure whether your termination crossed the line, reviewing the facts with an employment attorney can help clarify whether pregnancy may have been a motivating factor.

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What To Do If You Were Fired While Pregnant

If you believe your pregnancy played any role in your termination, taking the right steps early can protect your rights and preserve important evidence. Pregnancy discrimination claims are often decided based on documentation, timing, and how your employer explains the decision.

Practical steps to take:

1. Ask for the reason in writing: Request a written explanation for why you were terminated. Inconsistencies can matter later.
2. Preserve all records: Save emails, texts, performance reviews, schedules, accommodation requests, and termination documents.
3. Create a timeline: Write down when you disclosed your pregnancy, requested accommodations or leave, and when negative actions or termination occurred.
4. Avoid signing documents immediately: Separation agreements or waivers can limit your rights. It is reasonable to pause before signing anything.
5. Apply for unemployment benefits: Being fired while pregnant does not automatically disqualify you, even if your employer claims the termination was “for cause.”
6. Understand your filing options: Depending on the circumstances, pregnancy discrimination claims may be filed with the Minnesota Department of Human Rights, the EEOC, or both through dual filing.
7. Speak with an employment lawyer: An attorney can review the facts, identify red flags, and explain which state or federal claims may apply before deadlines pass.

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How Do You Prove Pregnancy Discrimination?

Pregnancy discrimination is often proven through patterns and timing, not direct statements. Courts and enforcement agencies look at what changed after your employer learned you were pregnant, whether the employer’s explanation stayed consistent, and how similarly situated employees were treated. Written records and contemporaneous notes are often critical.

Key evidence to gather:

• Emails, messages, or written notice showing when you disclosed your pregnancy.
• A timeline documenting changes in treatment after disclosure.
• Performance reviews or evaluations before and after pregnancy.
• Written requests for accommodations or leave, and any responses.
• Disciplinary actions or termination that followed pregnancy-related requests.
• Evidence showing how non-pregnant coworkers were treated in similar situations.
• The employer’s stated reason for termination and whether it changed over time.

How different claims are commonly evaluated:

If negative treatment began only after pregnancy disclosure or accommodation requests, or if the employer’s explanation does not match the record, having those facts reviewed by a Minneapolis pregnancy discrimination lawyer can help clarify whether the law was violated.

How to File a Pregnancy Discrimination Complaint in Minnesota

If you believe you were fired or treated unfairly because of your pregnancy, you can file a legal complaint with either the Minnesota Department of Human Rights (MDHR) or the Equal Employment Opportunity Commission (EEOC). These agencies coordinate through dual filing, which means a single complaint may preserve both state and federal claims.

Strict deadlines apply. In some cases, you may have as little as 180 days to file, so timing matters.

Where to File a Pregnancy Discrimination Complaint

What to include in your complaint

• Your name and contact information.
• Your employer’s name and address.
• Date you disclosed your pregnancy.
• Description of what happened and when.
• Copies of emails, write-ups, or termination letters.
• Names of witnesses (if any).
• Any written requests or responses about accommodations.

What You Can Recover if the Firing Was Illegal

If a termination is found to be unlawful because of pregnancy, available remedies are intended to address financial loss and the impact of the violation. The specific remedies depend on the facts of the case, the claims involved, and what a judge or jury determines is appropriate under the law.

In Minnesota, claims brought under the Minnesota Human Rights Act (MHRA) may allow for enhanced damages in certain circumstances, but outcomes vary based on evidence and legal findings.

Possible Remedies

• Back pay: Lost wages and benefits from the date of termination.
• Front pay: Compensation for future lost income when returning to the job is not practical.
• Compensatory damages: Including emotional distress, when supported by the evidence.
• Enhanced compensatory damages: Under Minnesota law, courts may award damages up to three times actual damages, including compensation for emotional distress, when appropriate.
• Punitive damages: In certain private-sector cases, punitive damages may be available based on the employer’s conduct.
• Attorney’s fees and costs: Courts may order an employer to pay reasonable legal fees if a violation is proven.

How Damages Are Calculated

When determining remedies, decision-makers typically consider:

• The employee’s pay rate and lost benefits.
• The duration and impact of the termination.
• The nature and severity of emotional harm, if claimed.
• The strength of the evidence and the employer’s conduct.

Because remedies depend heavily on the facts and the applicable law, reviewing your situation with an employment attorney can help clarify what types of recovery may be available.

FAQs About Firing During Pregnancy

Can My Employer Fire Me Right After I Tell Them I’m Pregnant?

No, your employer cannot legally fire you just for disclosing your pregnancy. If timing and treatment suggest pregnancy was a factor, the termination may be illegal under Minnesota and federal law.

Do I Need a Doctor’s Note for Pregnancy Accommodations in Minnesota?

No, Minnesota law grants certain automatic accommodations, like extra breaks, a seat, and lifting limits, without a doctor’s note. Other requests may require documentation depending on the situation.

What If My Job Is “Too Physical” While I’m Pregnant?

If your job is too physical while you’re pregnant, you have the right to request reasonable accommodations. An employer cannot fire you solely because job duties need adjustment due to pregnancy-related physical limitations.

How long do I have to file a pregnancy discrimination claim in Minnesota?

You generally have 180 days from the discriminatory act to file with the Minnesota Department of Human Rights. Some cases allow up to 300 days when federal claims are preserved through the EEOC.

What If I Was Classified as “At-Will” or on Probation?

Being at-will or on probation does not remove legal protections. Employers cannot fire at-will or probationary employees for illegal reasons, including pregnancy discrimination or retaliation under Minnesota or federal law.

Can an Employer Ask About Pregnancy Plans During a Job Interview?

No. Employers cannot ask about pregnancy or future family plans during a job interview. Questions related to pregnancy, medical conditions, or family status are not permitted in hiring decisions.

Protect Your Job, Your Health, and Your Paper Trail

Pregnancy can make workplace uncertainty feel overwhelming. If something about your job changed after you became pregnant, keeping records of those changes can help you make sense of what happened and what options may exist.

Every situation is different. An experienced Minnesota employment lawyer can help you understand how Minnesota and federal law apply to your specific circumstances. If you have questions about your rights, you can contact Madia Law LLC to request a confidential review of your situation. Our firm handles employment cases on a contingency fee basis, with fees explained in a written agreement and owed only if there is a recovery.

Call 612-349-2729 or complete a Case Evaluation form