Women are too often fired from or forced out of jobs when their employers learn that they are pregnant or when they return to work after having a baby. Many employers fire pregnant workers on the spot, particularly in low-wage sectors dominated by women. Others force pregnant workers off the job by refusing to grant them the same kinds of temporary modifications—such as light duty assignments—that are routinely granted to other workers who need them.
Firing women because they are pregnant, or treating pregnant workers worse than other workers who are also temporarily unable to perform some aspects of a job, has been illegal since 1978, when Congress enacted the Pregnancy Discrimination Act. But employers still do it, and, unfortunately, some courts
Oklahoma state law bans pregnancy discrimination in employment: The Oklahoma Anti-Discrimination Act defines pregnancy discrimination as sex discrimination, which makes pregnancy discrimination illegal.
OKLA. STAT. tit. 25, § 1301 (6).
An employer must provide reasonable unpaid break time (running concurrently with existing breaks, if possible) for an employee to express breast milk in a private location other than a bathroom. An employer may provide reasonable unpaid break time each day to an employee who needs to breastfeed or express breast milk for her child to maintain milk supply and comfort. The break time, if possible, shall run concurrently with any break time, paid or unpaid, already provided to the employee. An employer is not required to provide break time under this section if to do so would create an undue hardship on the operations of the employer.
An employer may make a reasonable effort to provide a private, secure, and sanitary room or other location in close proximity to the work area, other than a toilet stall, where an employee can express her milk or breastfeed her child.
OKLA. STAT. tit. 40, § 435 (A-B).