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Ohio law offers substantial legal protections for employees fired after taking medical leave. With the legal counsel of an employment lawyer in Columbus, OH, you do not have to accept unlawful termination without recourse. Your rights depend on the nature of your medical leave, how your employer responded, and whether your dismissal violated any protected legal standards.

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Retaliation occurs when an employer attempts to “get back” at an employee for exercising a right. If an employee engages in a protected activity, such as reporting a workplace safety violation, it is illegal for an employer to retaliate against them in any way. A workplace attorney in Columbus, OH can help you prove workplace retaliation.

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If you believe you were terminated under unfair or illegal pretenses, you may have the right to pursue legal action. With the legal counsel of a wrongful termination attorney in Columbus, OH, you can determine if your employer violated a specific law or public policy that may entitle you to significant compensation.

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If you have been discriminated against, you may be able to take further action, as there are anti-discrimination laws in Columbus, OH. If you think this may have occurred, consult a discrimination lawyer as soon as possible to obtain personalized advice.

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Workplace harassment is a serious thing, and the Ohio courts are on your side if you’ve suffered from harassment. But because it is so serious, it’s important that there be evidence to demonstrate what happened and the extent of the harassment. A harassment lawyer in Columbus, OH can help you compile all the evidence that needed to prove your case.

Read more: What Evidence Is Needed to File a Workplace Harassment Claim?

From a Harassment Lawyer: What Evidence Is Needed to File a Columbus, OH Workplace Harassment Claim?

Documentation

Documentation is very important here. Make a record of every incident of harassment that you have experienced and include the date, time, location, and a full description of what happened. Try to do this as soon as possible after each incident so that your memory is fresh. If possible, note the exact words that were used, the context of the conversation, and note down any witnesses who may have been present. 

It also will help if you note any impact that the harassment had on you, like causing you emotional distress or making it difficult for you to work. Make sure that you keep this log on your personal computer or device so that if you’re fired you don’t lose access to it.

Communications

The harassment itself could be written, and if it is, any emails or text messages you have, memos or even post notes with threatening or harassing language could be used as evidence in your case. You also want to keep a copy of any responses that you sent that might show that you warned the harasser that their behavior was unwanted. 

If you have any communication with your workplace on the matter, such as a discussion with HR, be sure to keep this, too. Just be certain that as you collect this evidence you don’t violate any workplace policies or any privacy laws.

Witness Testimony

If anyone else saw the harassment, their testimony as a third-party witness can greatly benefit your claim. Whether this is a coworker, a supervisor, or even a customer or client, if they’re able to provide statements or testify about what they saw or heard, you want to get access to this. As soon as harassment takes place, try to write down the information for these witnesses and then contact them or have your lawyer do so to find out if they would be willing to testify on your behalf. 

Be aware that some people, particularly other employees, may be reluctant to say anything out of fear of retaliation. If that’s the case, your lawyer may be able to help here by explaining to them that retaliation is illegal and the steps they can take to protect themselves.

Performance Records and Employment Documents

Sometimes harassment has an impact on job performance, and sometimes rejecting a harasser’s advances can cause the harasser to lash out with demotions, pay cuts, or even by firing you. Any performance records that you can access will be helpful here to establish a pattern of your performance as well as show how the harassment may have affected you.

If you need to bring a harassment case here in Ohio, reach out to Nilges Draher Law Attorneys in Columbus, Cleveland, or North Canton today.

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The Pregnant Workers Fairness Act (PWFA) marks a pivotal shift in workplace rights for expecting employees, especially in states like Ohio where pregnancy discrimination continues to pose legal challenges. As of June 27, 2023, this federal law expands protections and ensures that pregnant workers can request reasonable accommodations without fear of retaliation or job loss.

Read more: Pregnancy Act Employment: What Ohio Workers Need to Know

For Ohioans, understanding how the PWFA interacts with existing state pregnancy disability leave and childbirth laws is critical to protecting your health, your job, and your future.

Whether you’re newly pregnant or planning for a family in the future, knowing your rights under the pregnancy act employment umbrella can help you avoid unlawful treatment and stand up for fair workplace practices. This guide will explain how the law works, how it affects employment in Ohio, and how you can get support if your rights are violated.

Have questions about your rights as a pregnant worker in Ohio? Contact our team today to schedule a confidential consultation with an employment attorney.

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What Is the Pregnant Workers Fairness Act?

Federal Protection with Local Impact

The Pregnant Workers Fairness Act (PWFA) is a federal law that requires employers with 15 or more employees to provide reasonable accommodations for workers affected by pregnancy, childbirth, or related medical conditions. Unlike prior federal laws such as the Pregnancy Discrimination Act or the Americans with Disabilities Act (ADA), PWFA specifically mandates proactive support—even if the pregnancy itself is not classified as a disability.

Key Benefits for Ohio Workers

• Right to request light duty or schedule changes without penalty
• Protection against forced leave if reasonable accommodations can be made
• Expanded coverage beyond what Ohio law previously guaranteed

Employers in Ohio must now comply with both federal and state regulations. This includes provisions under the Ohio Civil Rights Act and laws covering pregnancy disability leave and childbirth accommodations.

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Why Choose Us for Pregnancy Discrimination Representation in Ohio?

At Nilges Draher LLC, we specialize in representing workers who face discrimination, retaliation, or unlawful treatment due to pregnancy or childbirth-related conditions. Based in Ohio, our employment lawyers bring decades of experience handling pregnancy and disability rights cases.

We’re more than just advocates—we’re your strategic partners in holding employers accountable and helping you stay protected during one of the most important phases of your life. From early accommodations requests to wrongful termination litigation, we guide you at every step.

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Understanding Ohio Pregnancy Disability Leave and Childbirth Laws

Ohio does not have a standalone pregnancy leave law, but pregnant employees are protected under state and federal laws, including:

• Ohio Civil Rights Act – Prohibits discrimination based on pregnancy or related medical conditions
• FMLA – Up to 12 weeks of unpaid leave for eligible employees
• PWFA – Enforces workplace accommodations specific to pregnancy

Examples of Reasonable Accommodations in Ohio:

• Seated work for employees who usually stand
• More frequent restroom breaks
• Modified work schedules or temporary reassignment
• Remote work, where feasible

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Common Challenges Ohio Employees Face—And How We Help

Pregnant employees often encounter illegal workplace practices, including:

• Being denied accommodations like flexible hours
• Pressure to take unpaid leave instead of modifying job duties
• Firing or demotion after pregnancy disclosure

Our legal team fights back with targeted claims under the PWFA, ADA, FMLA, and Ohio state laws. We help file EEOC charges, negotiate settlements, or take your case to court if needed. If your employer is ignoring the law, we’re here to protect your rights.

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FAQs About Pregnancy Act Employment Rights in Ohio

1. What is the pregnancy act employment law?
The term “pregnancy act employment” refers to the Pregnant Workers Fairness Act, which mandates that employers provide reasonable accommodations to workers with limitations related to pregnancy, childbirth, or related conditions. It applies nationwide, including in Ohio.

2. Are pregnant workers in Ohio entitled to paid leave?
Ohio does not mandate paid maternity leave. However, workers may qualify for unpaid leave under the FMLA and may also use paid sick leave or short-term disability benefits if available.

3. Can I be fired for requesting accommodations during pregnancy?
No. Both the PWFA and Ohio laws prohibit employers from retaliating against employees who request accommodations due to pregnancy or childbirth-related issues.

4. Does PWFA apply to small businesses in Ohio?
The PWFA applies to employers with 15 or more employees. However, smaller employers may still be held accountable under Ohio discrimination laws.

5. How do I file a complaint if my rights are violated?
You can file a complaint with the EEOC or consult with an Ohio employment lawyer to evaluate your case and represent you through the process.

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Conclusion: Know Your Rights—Protect Your Future

Whether you’re facing pregnancy discrimination or simply want to understand your rights, the Pregnant Workers Fairness Act gives Ohio workers more power to advocate for safe and fair treatment at work. You don’t have to navigate this alone.

Contact Nilges Draher LLC today to schedule your consultation and learn how we can help you navigate the intersection of pregnancy act employment and Ohio pregnancy disability leave and childbirth laws. Your future—and your family—deserve protection.

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What Employers and Employees Need to Know

​In March 2025, Ohio Governor Mike DeWine signed Senate Bill 1 into law, introducing significant changes to the state’s higher education system, particularly concerning Diversity, Equity, and Inclusion (DEI) initiatives. This legislation has profound implications for both employers and employees across Ohio, including in cities like Cleveland, Columbus, and North Canton.​ In this blog by Nilges Draher LLC we will break down what the implications are for both employees and employers here in Ohio.

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Balancing work and personal health—or caring for a loved one in crisis—is something many Ohio employees will face at some point. But what happens if your job is at risk because you need time off for medical leave or to care for a family member?

In this blog by Nilges Draher LLC, we’ll break down your legal protections, explain when taking medical leave is protected under the law, and what to do if you’re fired or retaliated against for doing so.

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Experiencing discomfort or distress at work due to inappropriate behavior can be challenging. Understanding what constitutes a hostile work environment in Ohio is essential for employees to recognize their rights and take appropriate action. This guide explains the legal definitions, examples, and steps to take if you find yourself in a hostile workplace. If you wish to go ahead and speak with a hostile work environment attorney about your case, schedule a free evaluation online today or continue reading to learn more.

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