Pregnancy discrimination refers to the unfair treatment of employees based on pregnancy, childbirth, or related medical conditions. It involves treating a woman unfavorably in the workplace due to her pregnancy status, such as firing, demoting, or denying benefits or promotions.

Yes, in many jurisdictions, employers are required to provide reasonable accommodations for pregnant employees. These accommodations may include adjustments to work duties, schedules, or work conditions to ensure the health and safety of both the employee and the unborn child.

No, it is generally illegal for an employer to refuse to hire someone solely based on their pregnancy. Pregnancy should not be a factor in employment decisions, including hiring, unless the job presents a bona fide occupational qualification that the pregnant individual cannot meet.

No, terminating an employee solely because of their pregnancy is generally considered pregnancy discrimination and is prohibited in many jurisdictions. Pregnant employees have legal protections against termination based on their pregnancy status.

Employers cannot require a pregnant employee to take leave or not work unless there are legitimate medical reasons supported by a healthcare professional. Pregnant employees should be allowed to work as long as they are able to perform their job duties safely and effectively.