A few states and many localities currently offer explicit protection for caregivers under their employment discrimination laws.
- Alaska law protects against discrimination in employment because of marital status, changes in marital status, pregnancy or parenthood.
- D.C. law protects against discrimination on the basis of marital status, familial status and family responsibilities.
- Connecticut law prohibits employers from requesting or requiring information from an applicant or employee relating to the individual’s child-bearing age or plans, pregnancy or “familial responsibilities.”
- Maine law protects against discrimination on the basis of familial status.
- Minnesota law protects against employment discrimination based on familial status. “Familial status” under the law means being a parent, guardian or designee of a parent or guardian that lives with at least one minor or a person who is pregnant or is in the process of securing legal custody of a minor.
- A New York State law protects against discrimination based on familial status as a parent. For more information about the New York State family status discrimination law, view our fact sheet here.
- A New York City law explicitly designates family caregivers as a protected class under the human rights law and protects against discrimination. For more information about the New York City family status discrimination law, you can view our fact sheet here (in Spanish)
- Delaware law protects against employment discrimination based on family responsibilities,
For more about local Family Responsibilities Discrimination laws around the country, click here to read WorkLife Law’s December 2009 report.
Certain state and federal employees are granted additional protection under specific laws.
- New Jersey state employees are protected from discrimination or harassment at work based on their marital status, civil union status, domestic partnership status and familial status.
- Federal employees are protected from discrimination based on their status as a parent.
