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Hiring: Because of her pregnancy, a disease associated with pregnancy, or the prejudice of coworkers, clients, or customers, an employer cannot refuse to hire a pregnant woman. Maternity and Pregnancy Leave: Pregnancy-related illnesses may not be singled out by an employer for extra testing to establish an employee's capacity to work. However, if an employer mandates that workers submit a doctor's statement about their incapacity to work prior to granting leave or paying ill benefits, the company may demand that workers who suffer from pregnancy-related conditions produce such statements. An employer must treat a worker in the same way as any other temporarily disabled employee if she is temporarily unable to perform her job due to pregnancy.For instance, if an employer allows an employee who is momentarily disabled due to pregnancy to change work, finish alternative tasks, or take disability leave or leave without pay, the firm must also allow the employee in question to do the same. As long as they can execute their duties, pregnant employees must be able to work. Employers are not required to keep an employee on leave until the baby is born if she has missed work due to a pregnancy-related condition and recovers. A regulation prohibiting a worker from returning to work for a set period of time after childbirth is also not permitted by employers. The same amount of time that jobs are kept available for workers on sick or disability leave must be allowed by law by employers to cover pregnancy-related absences. Medical Insurance: Pregnancy-related conditions must be covered equally with other medical conditions under any employer-provided health insurance. Except in cases where the mother's life is in danger, an employer is not required to offer health insurance to cover costs associated with an abortion. Whether payment is made on a fixed basis or as a percentage of what is considered to be a reasonable and customary charge, pregnancy-related expenses should be reimbursed in the same manner as those incurred for other medical conditions. Only to the same extent as amounts payable for other circumstances can the insurance provider limit the amounts payable. No deductible can be increased, added, or made greater. Male employees' spouses are entitled to the same level of health benefits as spouses of female employees. Extra Benefits: Married employees cannot be excluded from pregnancy-related benefits. Benefits for pregnancy-related conditions must be offered in an all-female workforce or job classification if benefits are offered for other medical conditions. If an employer offers any benefits to employees on leave, it is required to extend such benefits to employees who are absent due to problems connected to pregnancy. When it comes to seniority accumulation and crediting, calculating vacation time, pay raises, and temporary disability benefits, pregnant employees must receive the same treatment as other temporarily disabled workers. Retaliation against a person for reporting pregnancy-based discrimination in the workplace, filing a charge of discrimination, testifying, or otherwise taking part in an investigation, process, or legal action under Title VII is likewise prohibited.