If your employer treated you differently because of your sex or pregnancy, you have legal rights, and we can help you enforce them. Sex discrimination can affect hiring, pay, promotions, job assignments, and daily working conditions. Federal law prohibits these actions, yet many private sector employees still experience unequal treatment tied to sex, gender, or pregnancy. At Solomon Law Firm, PLLC, we represent private sector employees facing sex and pregnancy discrimination. We help you understand your rights, evaluate what happened, and take action through the EEOC process or litigation when appropriate. If your treatment differs from others in similar roles, it may support a legal claim.
What Sets Solomon Law Firm Apart?
When you work with our team, you receive focused, practical guidance based on the facts of your situation. Clients trust us because we offer:
- Recognition from Super Lawyers, Best Lawyers in America, and Avvo
- Proven results, including significant settlements and jury verdicts in discrimination cases
- Experience handling claims before the EEOC and in federal and state courts
- A national practice with offices in Washington, D.C., New York City, and Albany
- Attorneys featured in major outlets such as The New York Times and The Washington Post
We take a direct approach. We review the details, explain your options clearly, and move your case forward with purpose.
What Counts as Sex or Pregnancy Discrimination?
Sex discrimination occurs when an employer treats an employee or applicant unfavorably because of sex, gender identity, sexual orientation, or pregnancy. It can happen at any stage of employment.
Common examples include:
- Being denied a promotion or raise in favor of a less qualified employee of a different sex
- Receiving lower pay for the same or similar work
- Termination, demotion, or layoffs tied to pregnancy or gender
- Different job assignments or expectations based on sex
- Harassment or a hostile work environment driven by sex-based conduct or comments
Discrimination is not always obvious. It may appear in patterns, shifting explanations, or unequal enforcement of workplace policies.
How Federal Law Protects You
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on sex. This protection includes gender identity and sexual orientation. The Pregnancy Discrimination Act extends these protections to pregnancy, childbirth, and related medical conditions.
Employers with 15 or more employees cannot make employment decisions based on these factors. They must also treat pregnancy-related conditions the same as other medical conditions. In many situations, employers are required to provide reasonable accommodations for pregnancy-related limitations.
We assess how these laws apply to your situation and whether your employer’s actions may violate federal protections.
What Should You Do If You Experience Discrimination?
Taking early steps can help preserve your claim and strengthen your position.
- Document what happened. Save emails, performance reviews, and relevant communications
- Write down details. Record dates, names, and specific incidents while they are fresh
- Follow internal procedures if appropriate. Some employers require internal complaints
- Avoid signing agreements without review. Severance or releases may affect your rights
Timing matters. Most claims require filing a charge with the Equal Employment Opportunity Commission (EEOC) within 180 days, or 300 days in some states. Missing this deadline can prevent you from moving forward.
We can step in at any stage to assess your claim and guide your next steps.
How the EEOC Process Works
Most sex discrimination claims begin with filing a charge with the EEOC. This is a required step before filing a lawsuit in many cases.
The EEOC may:
- Investigate your claim and request information from your employer
- Offer mediation to resolve the dispute
- Issue a Notice of Right to Sue if the case proceeds
We prepare your charge, help present your claim effectively, and position your case for resolution or litigation.
What Compensation May Be Available?
If your claim is successful, compensation may include:
- Back pay for lost wages and benefits
- Front pay if returning to your position is not realistic
- Compensation for emotional distress
- Attorney’s fees and litigation costs
In some cases, additional damages may apply depending on the employer’s conduct. The value of a claim depends on the evidence, the impact on your employment, and the employer’s actions.
We will give you a clear, realistic assessment after reviewing your situation.
Speak With a Sex Discrimination Attorney Today
Sex and pregnancy discrimination can disrupt your career and limit the opportunities you worked hard to build. You do not have to address it on your own.
At Solomon Law Firm, PLLC, we represent private sector employees seeking accountability and fair treatment. If you believe your employer acted based on sex or pregnancy, contact us to discuss your situation and explore your legal options.
Frequently Asked Questions
Are there other laws that protect against sexual harassment?
Yes. Under some circumstances, sexual harassment may also be considered a tort, allowing claims such as assault or negligent hiring.
Does sex discrimination include gender identity or sexual orientation?
Yes. The Supreme Court’s decision in Bostock v. Clayton County confirmed that Title VII protects against discrimination based on gender identity and sexual orientation.
What if a coworker, not a supervisor, caused the discrimination?
An employer may still be liable if it knew or should have known about the conduct and failed to take appropriate action.
Can my employer retaliate if I file a complaint?
No. Retaliation for reporting discrimination or participating in an investigation is unlawful and may form a separate claim.