We reported recently on the EEOC’s Enforcement Guidance on Pregnancy Discrimination and Related Issues.   The Guidance largely sets forth well-established interpretations of the Pregnancy Discrimination Act (“PDA”) and the interplay with the Americans with Disabilities Act, the Family and Medical Leave Act, and Title VII.

27975610_sChristina noted that the PDA requires an employer to offer benefits to pregnant workers on the same terms that it offers benefits to other workers “similar in their ability or inability to work,”  and that the issue of the extent to which an employer must accommodate a pregnant, non-disabled employee has recently been certified to the Supreme Court in Young v. United Parcel Service.

How does the rest of the world handle pregnancy and employment?  Here are two comments.

Barbara Moretti, Researcher and Communication Specialist, Bologna area, Italy, said

“In Italy firing a pregnant woman it’s absolutely out of law:  the workplace of the mother is safe and “frozen” until the first birthday of her child. Being pregnant, giving birth and taking care of your baby cannot be considered as a GUILT the women must pay.”

It’s a resource and a gift for the community and the entire Country.   Barbaric is the place where women don’t have this right.”

Judy Hofer, Executive Head, Commercial and Executive Recruitment, Johannesburg area, SA, commented:

“In South Africa you handle pregnant employees and candidates with great care. There are some hard and fast rules in our legislation to protect pregnant women.”

Readers from around the world are invited to comment.