What is considered pregnancy discrimination?
Pregnancy discrimination is when a woman may be treated differently because she is pregnant, or she might become pregnant. Other examples inclue medical complications du to being pregnant or giving birth to a child. It can also be considered pregnancy discrimination if a practice or requirement that is unreasonable for all people has an unfair effect upon pregnant women.
Your employer cannot treat you less favourably, demote you, or treat you any differently due to being pregnant.
Are you facing Pregnancy Discrimination in Australia?
If you are not getting fair treatment or facing pregnancy discrimination in Australia, you have the right to discuss your future work and leaves arrangement with your employer. But in case you do not receive a suitable response and continue to face pregnancy discrimination in Australia, then you should not wait any longer and fight against it.
Pregnancy Discrimination in Australia includes discrimination based on your current pregnancy condition. If the organisation is denying the leaves or not providing reasonable accommodations to the pregnant employees, or creating hard working conditions forcing them to resign, then you have the right to get help. You have the right to access your parental leave and follow flexible working arrangements depending on the time period of your association with the organisation.
What does Pregnancy Discrimination in Australia include?
The pregnancy discrimination in Australia involves treating pregnant employees or applicants unfavourably
- If a company refuses to hire a pregnant applicant and fires or demotes a pregnant employee.
- If a company refuses to give the same job to an employee returning from maternity leave.
- If the pregnant employee is facing unfair treatment.
Are you a victim of Pregnancy Discrimination in Australia but don’t know what to do?
Our professionals offer online assistance to help our clients fight for their rights. If you are a victim of pregnancy discrimination in Australia, AWDR will be able to resolve such issues by negotiating with your employer directly. You can book an online session with one of our representatives to learn more about your rights as a citizen and employee. We will help you understand the process of filing a claim and what to expect in the end. The complaint about pregnancy discrimination in Australia can be made to the Fair Work Commission.
Why choose AWDR?
At AWDR, we understand the complexities involved in a pregnancy discrimination case and offer tailored services as per our client’s needs and requirements. We are committed to making the process seamless and stress-free for our clients.
Pregnancy discrimination workplace: Know your options
Pregnancy discrimination at workplace can be complex and confusing. By consulting with our experts, you can find the best option for you. Speak to a professional and file a legitimate claim against pregnancy discrimination at workplace.
We will help you understand your maternity and parental rights. Whether you are applying for a new job or already working in a company, it is unlawful for your employer to ask about your future plans of becoming pregnant. If they are treating you unfavourably because of it, then you are eligible to fight against pregnancy discrimination workplace.
For cases related to pregnancy discrimination workplace, you need to file an official complaint within 180 days from the first day you faced discrimination at your workplace.
Enquire about Pregnancy Discrimination in Australia. Leave a message and we will get back to you with the best practical advice.
Pregnancy Discrimination Cases and Examples
The following are cases that are similar to pregnancy discrimination complaints:
- Edwards v Hillier & Educang Ltd t/as Forest Lake College [2006] QADT 34 (11 August 2006)
- Johnson v Gloria Marshall Figure Salons of Australia [1999] QADT 6 (24 June 1999)
- Hoffman v Jones t/a Classic Images Hair and Beauty Salon [2002] QADT 11 (3 May 2002)
- Bishop v Gedge & Rudd [2008] QADT 17 (5 August 200)
- Irvine and Porter v Mermaids Café and Bar Pty Ltd and Ingall (No 2) [2010] QCAT 482 (27 September 2010
- Du Bois-Hammond v Ariel, Cole and Raging Thunder Pty Ltd [2004] QADT 27 (26 August 2004)
The Commission does not express any opinion on the merits of these complaints.