Federal Law Reference for Women's Rights
EMPLOYMENT & WORKPLACE DISCRIMINATION
Federal law prohibits discrimination in hiring, firing, pay, job assignments, promotions, and other conditions of employment on the basis of sex, race, color, religion, national origin, age, disability, and other protected characteristics. The primary federal enforcement agency is the Equal Employment Opportunity Commission (EEOC).
Title VII of the Civil Rights Act of 1964
42 U.S.C. § 2000e et seq.
Prohibits employment discrimination based on race, color, religion, sex, and national origin. Applies to employers with 15 or more employees. Covers hiring, termination, compensation, and all terms and conditions of employment. Enforced by the EEOC.
Pregnancy Discrimination Act of 1978
42 U.S.C. § 2000e(k)
Amends Title VII to clarify that discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes sex discrimination. Employers must treat pregnancy the same as other temporary disabilities or conditions that limit an employee's ability to work.
Pregnant Workers Fairness Act (2023)
Pub. L. 117-328 (effective June 27, 2023)
Requires covered employers to provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation would cause undue hardship. Fills gaps left by the PDA and ADA.
Title IX of the Education Amendments of 1972 (Employment)
20 U.S.C. § 1681 et seq.
Prohibits sex discrimination in employment in education programs and activities receiving federal financial assistance. Applies to faculty and staff at federally funded educational institutions.
Executive Order 11246 (Federal Contractors)
E.O. 11246, as amended
Prohibits federal contractors and subcontractors from discriminating in employment on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. Enforced by the DOL Office of Federal Contract Compliance Programs (OFCCP).
Retaliation Protections
Title VII, 42 U.S.C. § 2000e-3; Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006)
Federal law prohibits employers from retaliating against employees who file a discrimination charge, participate in an investigation or lawsuit, or oppose discriminatory practices. The Supreme Court's Burlington Northern decision established that any action that would deter a reasonable person from engaging in protected activity may constitute unlawful retaliation — not just termination or demotion.