Alaska's Human Rights Law prohibits employers from discriminating on the basis of pregnancy.

Who it effects: Public employees only

Arizona's Civil Rights Act does not specifically prevent discrimination on the basis of pregnancy, it has been interpreted to prohibit pregnancy discrimination

Arkansas Civil Rights Act includes discrimination against those with pregnancy and childbirth-related conditions as gender discrimination, which is prohibited

California law defines sex discrimination as inclusive of pregnancy.

The Colorado Supreme court has interpreted its prohibition against sex discrimination to also prohibit pregnancy discrimination.

Connecticut's Human Rights and Opportunities Statute defines sex discrimination as inclusive of pregnancy discrimination.

Protecting Pregnant Workers Fairness Act of 2014 requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition.

The Delaware prohibition against employment discrimination includes pregnancy as a part of sex discrimination, making pregnancy discrimination illegal.

The Florida Civil Rights Act was amended to prohibit employment discrimination on the basis of pregnancy; prohibiting discrimination on the basis of pregnancy by labor organizations, joint labor-management committees, employment agencies, and in occupational licensing, certification, and membership organizations.

In Hawaii, pregnancy discrimination is considered sex discrimination, and is illegal.

State law does not specifically prohibit pregnancy discrimination, but Idaho's Human Rights Act has been interpreted to include pregnancy discrimination.

State law banning pregnancy discrimination in employment: Employers cannot discriminate on the basis of pregnancy. 

Indiana administrative law makes clear that “[t]erminating a female employee because she is pregnant is a discriminatory practice under the ICRL

The Kansas Human Rights Commission interprets the prohibition on sex discrimination as prohibiting pregnancy discrimination. This law applies to all employers with 4 or more employees, except non-profit fraternal and social organizations

Kentucky's Civil Rights Act defines pregnancy and childbirth discrimination as sex discrimination, therefore prohibiting it.

Louisiana's anti-discrimination statute prohibits an employer from discriminating based on pregnancy, childbirth, or a related medical condition.

Maine's Human Rights Act defines pregnancy discrimination as part of sex discrimination, therefore, it is prohibited.

While Maryland's statute does not explicitly include pregnancy discrimination, Maryland courts have interpreted it to prohibit pregnancy discrimination as a form of sex discrimination.

The Massachusetts general anti-discrimination statute has been interpreted to include pregnancy discrimination as a form of sex discrimination, which is prohibited.

The Michigan anti-discrimination statute defines pregnancy or childbirth-related discrimination as sex discrimination and is therefore prohibited.

The Minnesota Women Economic Security Act prohibits pregnancy discrimination and requires employers to provide reasonable accommodations for health conditions related to pregnancy or childbirth.

State employers shall not terminate the employment of any employee because of pregnancy or require that such employee take a mandatory leave. 

Missouri's Human Rights Act does not explicitly protect against pregnancy discrimination, courts have interpreted its prohibition of sex discrimination to cover pregnancy discrimination as well.

Montana's Human Rights Act prohibits either discrimination based on pregnancy or refusal on behalf of employers to grant a reasonable leave of absence for a pregnant worker.

Under the Nebraska Fair Employment Practices Act, employers must treat women who are pregnant or have pregnancy or childbirth-related conditions similarly to other persons similar in their ability or inability to work. This also covers medical complications that arise from abortion.

Nevada Pregnant Workers Fairness Act: The state anti-discrimination statute provides that if employers grant any kind of leave to non-pregnant temporarily disabled workers (unpaid or paid), they must grant the same kind of leave to pregnant workers to use while pregnant, after giving birth, or "natural[ly] miscarrying."

Employers are to provide pregnant workers or workers affected by pregnancy or childbirth equal accommodations to those who are affected by other temporary disabilities.

The New Jersey anti-discrimination statute prohibits pregnancy discrimination and requires employers to provide "reasonable accommodations to pregnant women and those who suffer medical conditions related to pregnancy and childbirth.

Employers cannot discriminate against pregnant women as part of the prohibition on sex discrimination.

Pregnancy discrimination is prohibited. 

Employers cannot compel workers to take a leave absence, unless the pregnancy is preventing the employee from performing her duties in a reasonable manner.

North Dakota includes pregnancy under sex discrimination in its human rights law, therefore prohibiting it.

Ohio specifically prohibits pregnancy discrimination as a form of sex discrimination it its anti-discrimination statute.

The Oklahoma Anti-Discrimination Act defines pregnancy discrimination as sex discrimination, which makes pregnancy discrimination illegal.

The Oregon prohibition against employment discrimination includes pregnancy as a part of sex discrimination, making pregnancy discrimination illegal.

Pennsylvania law prohibits employers from having a "written or unwritten employment policy or practice that excludes pregnant women from being employed."

Under Rhode Island's Fair Employment Practices Act, pregnancy discrimination is illegal because it is included under sex discrimination.

The South Carolina Human Affairs Law prohibits pregnancy discrimination, as it is a form of sex discrimination.

An employer may not discriminate based on sex. Sex discrimination may include pregnancy discrimination. 

The Tennessee Human Rights Act has been interpreted to protect pregnant women against discrimination.

The Texas anti-discrimination statute defines discrimination based on pregnancy and childbirth as sex discrimination, and is therefore prohibited.

Utah law prohibits discrimination based on pregnancy, childbirth, or pregnancy-related conditions.

The Vermont Fair Employment Practices Act has been interpreted to prohibit discrimination on the basis of pregnancy, childbirth, or related medical conditions.

The Virginia Human Rights Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.

A 2007 Washington Supreme Court decision clarified that pregnancy discrimination is based on sex, not disability. Therefore, pregnancy discrimination claims might be valid even if they would not be valid for other types of temporary discrimination.

West Virginia’s Supreme Court has interpreted the state’s Human Rights Commission to prohibit pregnancy discrimination, as it is a form of sex discrimination.

Wisconsin’s Fair Employment Act prohibits discrimination based on pregnancy.

Wyoming’s Fair Employment Practices Act prohibits discrimination based on pregnancy.