Discrimination against a pregnant woman who is unmarried would appear to be a form of pregnancy and/or marital status discrimination. However, some courts have held that religious organizations or organizations working with youth may discriminate against employees who do not subscribe to the organization's principles that have been universally applied to all employees. Since these organizations had specific principles condemning premarital sex, the employers were allowed to terminate unmarried pregnant employees on the basis that they were terminated for engaging in premarital sex. However, to avoid a valid claim of sex discrimination, these employers would need to demonstrate that they do not treat men who are known to engage in premarital sex differently than women who engage in premarital sex who disclose this information by way of their pregnancies. If you work for a non-religious employer, however, your employer may find it difficult to maintain a legitimate business justification for policies or practices which discriminate against unmarried women who are either pregnant or already have children. The personal religious beliefs of one supervisor would rarely, if ever, be a legitimate basis for discrimination in this situation, especially if other company employees had been treated differently. According to the EEOC, the governmental agency that enforces Title VII, pregnancy-related benefits cannot be limited to married employees.