It depends. With regard to the time a woman is unable to work because of a disability-related to pregnancy or childbirth, the law requires only that an employer treat these disabilities the same way as other temporary disabilities. If employees are allowed to use leave (such as sick leave or short-term disability leave) when temporarily disabled by illnesses or injury (such as broken limbs, minor surgery, or the flu), then pregnant employees must be entitled to leave during the time they are similarly disabled. Employers are not required to treat pregnancy more favorably than they treat other temporary disabilities, however. If an employer does not provide leave for temporary disabilities and temporarily disabled employees must take leave without pay, be docked for absences, or face termination after a certain number of absences, then pregnant employees may risk the same consequences for pregnancy-related absences. The law also doesn't prohibit employment decisions based on an employee's conduct that may be caused by pregnancy. For example, an employer doesn't have to treat an employee who was late due to morning sickness any better than an employee who was equally late for a different health reason. For more information, see our page on pregnancy leave. However, employers with 50 or more employees may be required to comply with the FMLA by allowing employees to take unpaid leave for pregnancy, childbirth, and bonding following the birth of a child.