About pregnancydiscriminationcalc.com

pregnancydiscriminationcalc.com is a free employment law resource maintained by The Click Lab. Our damages calculator and guides help pregnant and postpartum workers understand what the Pregnancy Discrimination Act, Title VII, and the Pregnant Workers Fairness Act actually protect, recognize the patterns that suggest pregnancy played a role in a termination, demotion, or denied accommodation, and get a plain-English starting estimate of potential recovery — before the EEOC filing clock runs out.

What we do

We translate the overlapping statutes that govern pregnancy discrimination — the PDA's equal-treatment mandate, the PWFA's affirmative accommodation requirement, the PUMP Act's lactation protections, and the Title VII damages framework — into calculators and guides a non-lawyer can actually use. Every page is reviewed by our editorial team against primary sources: the statutory text, EEOC guidance, and controlling case law like Young v. UPS. Most workers never study employment discrimination law until the moment they need it, and by then the clock is already running. Our goal is to get someone from “I think this was about my pregnancy” to a working understanding of what to do next, quickly enough that they still have time to act.

Who this calculator is for

Most visitors fall into a few groups: workers who were terminated, demoted, denied a promotion, or forced onto unpaid leave shortly after disclosing a pregnancy; workers whose employer refused a reasonable accommodation for a pregnancy-related limitation, like modified duties or additional breaks; and workers who were just handed a severance agreement and want to understand what they'd be waiving before they sign it. We built the Site around getting each of these readers a useful, honest answer fast, because the EEOC's charge-filing deadline doesn't wait for anyone to finish researching.

How the estimate is built

The full mechanics — how back pay and front pay are calculated, when compensatory and punitive damages apply and how the employer-size caps under Title VII work, and what the model deliberately excludes — are documented on our methodology page. At a high level: the calculator estimates lost wages over the affected period, adds a compensatory component that scales with whether the employer's conduct looks willful or malicious, layers in front pay when reinstatement isn't realistic, and applies the statutory cap that scales with employer size. The output is a range, because how a jury weighs the employer's stated justification against your evidence of pretext, and how quickly you find comparable work, both move the real number substantially.

What we don’t do

We do not provide legal advice, and nothing here creates an attorney-client relationship. Whether a specific employment decision actually violates the PDA, Title VII, or the PWFA depends on facts a calculator cannot weigh — the timing of the adverse action relative to your pregnancy announcement, whether your employer's stated reason is pretextual, and whether a requested accommodation was reasonable or would have imposed undue hardship. We also don’t evaluate individual cases, review severance agreements for validity, or recommend particular attorneys or law firms. If you believe you've experienced pregnancy discrimination, see our contact page for guidance on finding an employment attorney and on the EEOC deadline that makes delay especially costly here.

Editorial standards

Every guide and reference page is written from primary sources — the PDA and PWFA's statutory text, EEOC guidance, and leading federal case law — and reviewed before publication. We don’t publish thin content: each page is built to answer a specific question a pregnant or postpartum worker would actually ask, with enough substance to be useful while a filing deadline is live. Our full editorial workflow and sourcing policy are on the editorial team page.

How we make money

Display advertising via Google AdSense. We don’t accept paid placements, and no law firm or employment-litigation marketing company pays for placement or a favorable mention anywhere in our editorial content. Separately, the case-review form on our homepage is a disclosed paid referral: if you submit it, your information is shared with attorneys who may compensate The Click Lab Agency LLC for the introduction, and using it is always optional. See our privacy policy for exactly what's shared if you use that form.

Contact

Questions, corrections, or feedback: see our contact page.