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In this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).

The paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).

The authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.

This paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.

This is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.

The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment behaviors.

The authors tested the model using two separate survey studies, examining these relationships from the perspectives of both the pregnant employees and their supervisors.

The authors find support for the model across both studies, showing that concealment of a pregnant identity predicts increased discrimination, but only for those in later stages of pregnancy.

To the best of the authors’ knowledge, this is the first study to examine how one’s stage of pregnancy impacts identity management outcomes. This is important given that pregnancy is an inherently dynamic stigma that becomes increasingly visible over time.

Cites that the problem of pregnancy discrimination is most prevalent in the hiring practices of a corporation. Reviews the legislation passed that addresses pregnancy discrimination in the workplace in the US compared to Europe and looks at new developments on this topic though the perspective of the pregnant employee and the employer. Concludes that the issue is a worldwide one and the need for retention of good staff an important factor. Gives examples of policies which help retention of employees after childbirth.

Sets out the US laws that give women protection from discrimination when pregnant. Defines the scope of pregnancy disability and outlines the responsibilities that employers have under the law. Focuses on pregnancy regulations in California, describing the provisions made for pregnancy leave, the medical certification needed, the right to reinstatement, the employer’s right to transfer a pregnant employee, and the pregnant employee’s right to transfer. Sets down the policy developed by UCLA concerning pregnancy discrimination. Briefly outlines the evidence a woman would need to show to win a case of discrimination because of pregnancy.

The purpose of this article is to illustrate how the Unruh Act affects the workplace during these times. The Unruh Civil Rights Act prohibits discrimination and enforces equal rights in business establishments. Since its enactment it has been modified to try to encompass the diversity of all of California’s residents. Yet is remains an act that has its loopholes due to the way it can be interpreted, and has caused confusion in the court system. Today, discrimination in the workplace is rampant according to the number of recent court case filings. Recently, sex discrimination of different type appears to be the most prevalent. Despite efforts to curb such behaviour by companies and employees, it is still amajor controversial issue that still cannot be resolved. This has caused company management to review and restructure company policies in order to try to minimise lawsuits.

Introduces employment discrimination and the various US acts to fight this. Looks, particularly, at the Equal Employment Opportunity Committee (EEOC), created in 1964 to enforce the laws against employment discrimination. Discusses the make up of this federal committee and how it operates on behalf of the individual. Further discusses and highlights the main categories which are: sexual harassment; race/colour discrimination; age discrimination; national origin discrimination; and fills out the Americans with Disabilities Act, giving all the relevant information required to take action against employers. Gives further examples of complaints procedures and how to use them. Concludes that employees have many more safeguards now than previously and that firms now have to respect the individual or “pay” the consequences.

The purpose of this study is to examine the practical and legal complexities associated with tele-homeworking in the context of the UK Equality Law. First, the paper provides a background to the recent growth of tele-homeworking as a result of the COVID-19 pandemic, outlining the tenets of the UK Equality Act 2010 and referring to additional legislation pertinent to the ensuing discussion. Second, illustrative case law relevant to the UK Equality Law is put forward to demonstrate the potential challenges that employers and employees might encounter with continued and longer-term tele-homeworking arrangements. Third, the paper outlines implications for employers and human resource managers in terms of policies and practices that might shape the nature of the employment relationship.

This study is based on a review of the literature and an examination of UK case law applicable to tele-homeworking, taking into consideration equality, diversity and inclusion concerns in the workplace.

Remote working can be beneficial to both employers and employees. However, there are a number of significant concerns surrounding the management of tele-homeworkers in the aftermath of the pandemic that can act as a stimulus for legal disputes around discrimination, infringement of human rights and breach of contract claims. Several policy implications surface from the analysis that relate to equality and fair treatment associated with both current and future work arrangements.

The paper is significant in offering legal insights into how the UK Equality Law relates to the complexities associated with the management of tele-homeworkers. The study also highlights how return-to-office undertakings might need to consider wider legal issues. COVID-19 and its repercussions have demanded the reorganisation of work, which can give rise to a greater possibility of legal challenges and the study highlights the importance of employers undertaking an evaluation of their equality practices and complying with the legal framework.

In the age of working mothers, the human resources base of society cannot go unprotected. An established labour market trend indicates the prompt return of female workers to their jobs following the birth of their babies. That fact appears to be not so widely recognised by policy makers and seems to be deliberately ignored by the business community. American society, legislatively speaking, is still operating on the basis of an old norm — that of women dropping out of the labour force to give birth to children and to raise a family. This perception is not valid and should no longer be held. “Working mothers” represent a universal pattern in the industrial countries of the world. This is evidenced by the high labour force participation rate (80 per cent) of young women of child‐bearing age (25–39 years). There is a worldwide general consensus on the effective need to protect working mothers against enduring multiple penalties in meeting work and family obligations. These sacrifices include loss of income and job, physical and psychological strain and stress as well as infant development risks. The ILO Maternity and Protection resolution of 1919 and its subsequent revisions called for supportive pregnancy and maternity measures. All the industrial and developing countries — except five — have whole‐heartedly adopted and even exceeded the ILO guidelines. The US, to this date, has not ratified the ILO recommendations, and has no national maternity policy despite a high and increasing percentage of young female workers in the labour market. Instead, there is strong opposition to any move in this direction.

The purpose of this paper is to identify how pregnant women position themselves in the relationship with their immediate leader as a result of their pregnancy. Secondly, this study explores what kind of discourses pregnant followers' produce and use when they represent the reasons why the relationship with their leader developed the way it did during their pregnancy.

In total, 40 interviews were carried out among 20 working women, adopting a discursive approach in data analysis while focusing on their representations about their periods of pregnancy both during and after the experience.

Women positioned themselves as “accepted” or “dismissed” in the relationship with their leader due to their pregnancy. The study identifies three different discourses relating to the positioning, namely “similarity”, “expectations”, and “rooting deeper”.

There is a lack of research exploring the explanations behind the nature of leader‐follower relationships in the context of the followers' pregnancies. Furthermore, the discursive approach adopted in this study is less used within studies concerning relationships between leaders and followers, and studies concerning pregnant working women.

Outlines the reasons for the California Fair Employment and Housing Act. Considers recent developments in relation to religious organizations, sexual harassment, pregnancy discrimination, racial harassment, disability discrimination and employment discrimination with regard to bank officers. Concludes that there is a need for clearer legislation and only through case law will employers gain further interpretation.