Which statute is specifically focused on pregnancy in the workplace?

• A. Pregnancy Discrimination Act
• B. Title VII
• C. ADA
• D. FLSA

Answer: (A)

The main idea here is that pregnancy needs dedicated protections in the workplace, and that protection comes from the Pregnancy Discrimination Act. This act was added to Title VII to make it illegal to treat someone unfavorably because of pregnancy, childbirth, or related medical conditions. It requires employers to treat pregnancy like other medical conditions for purposes of leave, benefits, and accommodations, and it strengthens protections against discrimination in hiring, firing, promotion, or compensation.

Other options don’t fit as tightly. Title VII is the broader anti-discrimination law, of which the Pregnancy Discrimination Act is an amendment that specifically focuses on pregnancy. The ADA covers disabilities in general, and pregnancy itself isn’t a disability, though some pregnancy-related conditions might be treated under disability provisions. The FLSA oversees wages and hours, not protections tied to pregnancy.