Contact

Email hey@theclicklab.agency. We're a small team, so email is the only channel we monitor — there's no live chat or phone line. Pregnancy discrimination questions often arrive while an EEOC deadline is already ticking, so we try to give a considered, useful answer rather than a fast, generic one.

What we respond to

• Corrections to statutory citations, case law, or damages figures. If a page misstates the PDA's or PWFA's requirements, cites Young v. UPS or another case incorrectly, or a worked example in the methodology no longer matches the formula, tell us which page and what the correct figure or citation is. We verify against the primary source before changing anything.
• Errors or unclear language in guides. If a sentence is ambiguous, contradicts another page, or is just hard to follow, we want to know — plain language is one of our core editorial standards.
• Suggestions for new content. If you searched for a pregnancy discrimination question — a specific type of adverse action, how a state pregnancy-accommodation law expands on federal protections, a scenario the calculator doesn't handle — and couldn't find it, let us know what you were trying to figure out.
• Press and business inquiries. Journalists covering employment discrimination law, and businesses interested in advertising, can reach the same address.

What to expect

We read every message. Corrections and editorial questions typically get a reply within a few business days. If a correction is verified, we update the affected page, consistent with our editorial corrections process. We don't always reply to content suggestions individually, but we do track them for future guides.

What we don’t respond to

We can't evaluate your specific situation, tell you whether a particular termination, demotion, or denied accommodation was actually discriminatory, or estimate what your claim is worth — that requires an employment attorney who has reviewed the evidence, the timing, and your employer's stated justification. This inbox doesn't process case intake or file EEOC charges on anyone's behalf, and we don't accept payment to feature or promote anyone in our editorial content. If you email asking for case-specific advice, we'll point you back to this policy and to the guidance below — including the homepage case-review form described there.

Before you email

Many questions we get are already answered on the Site: check the FAQ for EEOC filing deadlines, the difference between PDA equal-treatment and PWFA accommodation obligations, and Title VII damages caps, or the guides — including types of pregnancy discrimination, what to do after pregnancy discrimination, and common misconceptions. If your question is about how the calculator arrived at a number, the methodology page walks through back pay, compensatory and punitive damages, and front pay in detail.

If you actually need an attorney

This contact inbox doesn't process case intake — if you have an active claim, the homepage includes an optional case-review form that connects you with attorneys. That's a disclosed advertisement, not this contact channel, and using it is always optional (see our privacy policy for what's shared if you use it). Beyond that, one fact matters more than almost anything else: like other Title VII claims, a pregnancy discrimination claim under the PDA generally requires you to file a charge with the EEOC before you can sue in federal court, and that charge must be filed within 180 days of the discriminatory act — or 300 days in states with their own fair-employment agency, which covers most of the country. Miss that window and the federal claim is typically barred outright, regardless of how strong the underlying evidence is. The PWFA's accommodation-request provisions run on the same Title VII exhaustion track, so a denied accommodation is subject to the same clock as a termination or demotion. That makes this one of the rare situations where talking to an employment attorney in the first few weeks, not months, actually changes your options. Look for attorneys who specifically handle pregnancy discrimination, PDA, or PWFA claims rather than general employment-law generalists, since building the pretext showing and evaluating accommodation-denial claims takes specific experience; most work on contingency, so cost isn't a reason to delay. If you'd rather start from a neutral referral source, your state bar association's lawyer referral service can point you to employment attorneys in your area who can assess the EEOC timeline with you immediately.