If Sandra wanted the half-time job and if it was reasonably possible to hold it open until her return to work, her employer may also have discriminated against her by failing to offer her this opportunity. Employers must consider the impact of business decisions on women who are temporarily absent from the workplace because of pregnancy. Pregnancy discrimination is illegal under the Saskatchewan Human Rights Code. Sometimes this discrimination is deliberate. For example, some employers may terminate women because they think pregnant employees don't suit the 'image' of the job.
Some employers refuse to hire women who are planning to have children.
It is probably more common, however, for pregnancy discrimination to be unintentional. This can happen when a general rule or practice happens to affect pregnant employees more negatively than others. For instance, a company may require everyone to work shifts, but a pregnant woman may be unable to do this. When such indirect discrimination occurs, employers have a duty to make reasonable efforts to accommodate pregnant employees. Employers must investigate whether accommodation is possible, but are not required to provide it if it would cause them undue hardship.