5 Laws That Protect Women In The Workplace

The fight for women’s rights has raged for decades and has shaped American laws for the better today. Major milestone laws support female advancement in the workforce, protection from discrimination and harassment, equal pay, and more.

However, while women’s rights have come a long way, unfair treatment and discrimination still happen in the workplace.

As a woman, the best thing you can do to protect yourself is to familiarize yourself with women’s labor laws and know your rights. Visit HKM Employment Attorneys for more information.

Here are five laws that have the most significant impact on working women today. 

1. Title VII of the Civil Rights Act

The milestone Civil Rights Act was the first to recognize that all human beings are equal. Title VII of the Civil Rights Act specifically prohibits discrimination toward employees by employers.

An employer or superior may not discriminate against workers based on their religion, color, sex, national origin, or race during the employment process – from hiring to firing. Because Title VII specifies sex among the legally protected categories, discriminating against a woman or treating her unfairly due to her gender is unlawful.

2. Fair Labor Standards Act (FLSA)

In 1938 – after the Great Depression – the Fair Labor Standards Act (FLSA) was passed into law. This act’s purpose was to improve working conditions for workers.

The act set a minimum wage, banned child labor, and specified the maximum number of hours a worker can work in a week. While the FLSA did not specifically mention gender, prohibiting child labor changed many American mothers’ lives for the better.

Since the FLSA was passed, the act has been amended many times. Now, the FSLA specifies a maximum of 40 hours for a work week and a higher minimum wage. The act also details the differences between full-time and part-time employees and paid-per-hour vs. salaried workers.

3. The Pregnancy Discrimination Act of 1978

It’s an unfortunate fact that many organizations simply fired women when they became pregnant – often to save on healthcare costs, as well as the costs of hiring and training a replacement worker.

The Pregnancy Discrimination Act was added as an amended in the Civil Rights Act. It prohibits employers from discriminating against female workers due to pregnancy. Today, organizations cannot fire pregnant women on a whim or refuse to hire them because of their pregnancy.

4. The Equal Pay Act of 1963

Although the Equal Pay Act may come as a surprise to women – especially when some are still paid 80 cents per dollar compared to men – this act mandates organizations to pay women at the same rate as men for the same amount and type of work.

Sadly, there is still a wage gap in the U.S., and more still needs to be done. However, the Equal Pay Act of 1963 was a monumental milestone in feminist history and a step in the right direction.  

5. The Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) was enacted in 1993. It protects workers who need to take time off after the birth of a baby or a medical condition.  

All organizations with more than 50 employees are required to adhere to the FMLA. The act allows eligible workers with newborn or adopted children or severe medical conditions to take up to 12 weeks of unpaid leave. Workers are also guaranteed their old work position and still receive their health benefits during this time off.