No, an employer can not single out pregnancy-related conditions to alter work positions or to determine an employee's ability to work.
It's miles illegal for an organization to discharge or push aside a pregnant worker for the duration of or as a result of absence because of pregnancy, delivery, or any submit-natal contamination, or to present observe of discharge or dismissal, or to differ to her drawback any of the situations of her provider.
The American College of Obstetricians and Gynecologists makes the subsequent recommendations: working at some point of being pregnant is typically safe. For those in excessive-risk occupations or with medically complex pregnancies, working hotels regularly can allow for persistent secure employment.
Employers can area pregnant personnel but only when it's miles the ideal course of action on occasions, in which the alleged misconduct or poor performance is unrelated to their pregnancy.
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