Federal and Illinois laws protect employees from discrimination based on pregnancy, childbirth, and related medical conditions—including fertility treatments like IVF.
Yet many workers still face mistreatment after disclosing a pregnancy or requesting accommodations. Discrimination can take many forms. Some employers refuse to hire or promote pregnant workers, while others terminate them under the guise of performance issues. Employees may be denied necessary accommodations, such as additional bathroom breaks, light duty, or time off for doctor’s appointments. Workers undergoing IVF or other fertility treatments may also be subject to scrutiny, exclusion, or retaliation after disclosing their medical needs.
Illinois law specifically requires that employers provide reasonable accommodations for pregnancy, including more frequent breaks, modified work schedules, assistance with manual labor, and time off to recover from childbirth. Employees are not required to disclose detailed medical information beyond a doctor’s note confirming the need for an accommodation. Employers must engage in an interactive process to determine what accommodations are reasonable.
If you have concerns that your employer has discriminated against you due to IVF or fertility treatments, pregnancy, or other pregnancy-related conditions, please contact Caffarelli & Associates to help assess what your options may be.
