By Barbara Forshier on January 26th, 2026 in
Pregnancy can bring excitement and stress, especially if you work in a demanding health care setting. Many nurses worry about how their employer will respond once they share the news and whether their job is at risk. In this article, we’ll break down what protections apply in Minnesota, whether your employer needs to provide accommodations for you, and what to do if you believe you were fired because you are pregnant.
Can a Pregnant Nurse Be Fired?
In Minnesota, employment is generally considered “at-will.” This means an employer can end employment for almost any reason, or even no reason at all, as long as the reason is lawful. However, firing someone because they are pregnant or need pregnancy-related accommodations is not lawful.
Under federal law, terminating an employee due to pregnancy is considered sex discrimination. This applies to nurses and other health care professionals. If an employer treats you differently after learning you are pregnant, it could be a violation of your rights.
Minnesota law also protects workers from discrimination based on pregnancy or related medical conditions. Because of these protections, a nurse fired while pregnant may have strong grounds to challenge the termination if pregnancy played any role in the decision.
Legal Protections for Pregnant Nurses
Two major federal laws protect pregnant workers:
- Pregnancy Discrimination Act (PDA): This law makes it illegal for employers to treat pregnancy, childbirth, or related medical conditions differently than other temporary disability conditions. That includes hiring, firing, promotions, pay, job assignments, and benefits.
- Family and Medical Leave Act (FMLA): If you qualify, FMLA gives up to 12 weeks of unpaid leave for pregnancy and related serious health conditions, with job protection. To qualify, you must work for a covered employer and meet certain hours and service requirements.
Together, these laws protect you from termination because of pregnancy and give you rights to leave when medically necessary. Minnesota law goes further in some areas:
- The Minnesota Human Rights Act prohibits discrimination based on pregnancy or childbirth. That means employers with a minimum number of employees must provide equal treatment and cannot fire you for being pregnant.
- The Minnesota Parental Leave Act provides up to 12 weeks of job-protected leave for certain employees, even if they are not eligible for FMLA. If you already qualify for FMLA, your total leave still maxes out at 12 weeks.
These state laws apply to many private and public employers in Minnesota. That means pregnant nurses working in hospitals, clinics, long-term care facilities, and other settings have strong protection against discriminatory firing.
Pregnant Nurse Restrictions and Workplace Accommodations
Being pregnant can bring physical changes that affect work. Some pregnant nurses may have restrictions recommended by a health care provider. These restrictions might include lifting limits, avoiding certain tasks, or needing more frequent breaks.
Federal law now requires reasonable accommodations for pregnancy-related limitations under the Pregnant Workers Fairness Act (PWFA), in addition to protections under the Pregnancy Discrimination Act and Minnesota law. Employers must provide accommodations unless doing so creates an “undue hardship” for the business.
Examples of reasonable accommodations can include:
- Changing shift assignments
- Limiting heavy lifting
- Allowing extra rest breaks
- Temporarily adjusting job duties
If an employer denies a reasonable accommodation without a valid business reason, or fires you instead of offering one, that could be evidence of unlawful discrimination.
Steps to Take if You Think You Were Unjustly Fired While Pregnant
If you believe you were fired because you are pregnant, taking the right steps quickly can protect your rights:
- Understand the Reason for Your Termination: Ask for or review the official reason your employer gave for the firing, such as a termination letter, performance review, or HR notice. Gathering the stated reason can help you assess whether it seems legitimate or could be a pretext for pregnancy-related discrimination.
- Document What Happened: Save emails, performance reviews, and any written notes about conversations you had with supervisors. Write down dates and what was said. This information can be helpful if you need to prove discrimination.
- Consult a Nursing License Defense Lawyer: Even if the firing was unjust, an employer’s stated reason could attract the attention of the state board of nursing. A license defense lawyer can evaluate whether the termination or related events could negatively affect your license and advise you on your next steps.
- Consult an Employment Lawyer: If you believe you were fired due to pregnancy or other protected reasons, an employment lawyer can help determine whether discrimination is a factor and guide you through filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the Minnesota Department of Human Rights.
Moving Forward After Losing Your Nursing Job
You should not lose your job because you are pregnant. Federal and Minnesota laws protect you from discrimination, and you may be entitled to accommodations and job-protected leave. If you were fired while pregnant, documenting what happened and understanding the employer’s stated reason can help you protect your rights and evaluate your next steps.
Losing your job does not automatically put your nursing license at risk, but certain circumstances, such as alleged misconduct, performance concerns, or regulatory issues, could trigger a review by the state board of nursing. That’s where Forshier Law can help. We focus exclusively on nursing license defense and can guide you in protecting your professional credentials. Contact us today for a free consultation.
