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Workplace Rights and Pregnancy Protection for Single Mothers in Maryland

Workplace Rights & Pregnancy Protection for Single Mothers in Maryland

Last updated: September 2025

This is your no‑nonsense, Maryland‑specific playbook to protect your job, income, health, and time with your baby. You’ll find exact steps, deadlines, who to call, and what to say. Every program and law we mention links straight to the official source so you can act fast and check the details yourself.


If You Only Do 3 Things — Emergency Actions to Take

  • Stop a utility shutoff today: Call your power or gas company and ask for a 12‑month payment plan, then apply the same day for energy help through the state’s Office of Home Energy Programs using the online portal at MarylandBenefits.gov, and keep the OHEP helpline 1‑800‑332‑6347 on speed dial for status checks; also contact 211 Maryland to find local funds that can bridge the gap. (dhs.maryland.gov)
  • Lock in pregnancy/job protections before a conflict starts: Write a short accommodation email to HR under the federal Pregnant Workers Fairness Act (PWFA), reference Maryland’s pregnancy accommodations statute, and attach your provider note; if HR drags its feet, set a follow‑up date and be ready to contact the EEOC Public Portal or the Maryland Commission on Civil Rights (MCCR). (eeoc.gov)
  • Secure time off for birth/recovery: If your employer is big enough, request job‑protected leave under the federal Family and Medical Leave Act (FMLA) and confirm health‑insurance continuation; if your employer is small and in Montgomery County, use the county’s Earned Sick and Safe Leave and Maryland’s statewide Healthy Working Families Act. Maryland’s paid family leave cash benefits (FAMLI) are delayed until 2028—plan alternatives now. (dol.gov)

Quick Help Box — Numbers and Links You’ll Actually Use

How Maryland’s Core Pregnancy & Workplace Protections Work (and How to Use Them)

Maryland’s protections stack: you can often use a federal law, a state law, and—depending where you work—a county or city rule at the same time. That’s good news when you’re a single parent managing pregnancy, birth, and a job. Below we explain what each law does, who it covers, how to apply, and what to do when your boss says “no.”

Do You Get Paid Maternity Leave in Maryland Right Now?

Maryland has created a Paid Family and Medical Leave Insurance program (often called “FAMLI” or the “Time to Care Act”), but contributions are delayed until January 1, 2027 and benefits won’t start before January 3, 2028. Keep this in mind when planning your budget for 2025–2027. Check the state’s updates and the 2025 law changes before you make decisions. Use the state’s info hub at paidleave.maryland.gov, and read a 2025 summary showing the new dates and the 50–50–1,000 weekly benefit range that holds through 2028. For detailed business/legal summaries, see Gordon Feinblatt’s 2025 update and Jackson Lewis coverage. (gfrlaw.com)

Reality check — getting cash while you’re out: Until FAMLI pays benefits in 2028, you’ll need a patchwork: ask HR about employer short‑term disability, stack your sick/safe leave, and use FMLA job protection if eligible. For county‑level boosts, Montgomery County’s earned sick and safe leave can provide more hours than the state minimum. Compare the state and county rules before you decide. See Maryland paid sick/safe leave FAQs, Montgomery County guidance, and county code details. (labor.maryland.gov)

Table — Maryland Paid Leave Landscape (2025–2028)

Program Who’s Covered Pay Duration When Benefits Start Where to Apply/Enforce
FAMLI (Time to Care) Most workers in MD; contributions split employer/employee 90% of wages up to a cap (50–50–1,000 through 2028) Up to 12 weeks; up to 24 if both personal serious health condition and bonding in same year No earlier than Jan 3, 2028; payroll deductions begin Jan 1, 2027 MD Dept. of Labor (gfrlaw.com)
FMLA (federal) Employers with 50+ employees within 75 miles; 12 months/1,250 hours Unpaid, but health insurance continues 12 weeks in 12 months In effect now U.S. DOL/WHD (dol.gov)
Healthy Working Families Act Most Maryland workers; 15+ paid; <15 unpaid Paid or unpaid sick/safe leave Earn 1 hr/30 hrs worked; use up to 64 hrs/year In effect now MD Dept. of Labor (labor.maryland.gov)
Montgomery County Earned Sick & Safe Leave Work performed in Montgomery County Paid (with extra hours beyond state) 1 hr/30 hrs; up to 56 hrs (5+ employees) In effect now County Office of Human Rights (montgomerycountymd.gov)

What to do if this doesn’t work: If your employer says you’re too new or too part‑time, confirm your exact hours and location worked, then call U.S. DOL WHD for FMLA questions or the Maryland Department of Labor paid leave team for state sick/safe leave disputes; for a quick second opinion, call the Women’s Law Center hotline. (dol.gov)

How to Get Pregnancy Accommodations at Work in Maryland

Use both the federal PWFA and Maryland law. Under the PWFA, most employers with 15+ workers must provide reasonable accommodations for pregnancy, childbirth, or related medical conditions unless it causes undue hardship. Maryland law also requires accommodations if pregnancy causes a temporary disability, and lists examples like changing duties, schedule changes, a stool, closer parking, or transfer to a less‑hazardous role. Start with a short, clear written request to HR.

  • Send a one‑page accommodation request: Reference the PWFA final rule, cite Maryland’s statute, and attach a note from your provider if asked. Maryland’s law is at Md. State Gov’t §20‑609, and the EEOC explains examples of reasonable adjustments on its pregnancy discrimination page. (eeoc.gov)
  • Know the limits: Federal courts in 2025 vacated only the abortion‑accommodation portion of the EEOC’s PWFA rule; all other PWFA protections remain. If your request relates to miscarriage, prenatal appointments, or lifting limits, PWFA still applies. Read coverage of the court ruling and stick to official guidance for everything else. See Reuters report, AP explainer, and the EEOC press release about the final rule. (reuters.com)
  • If HR refuses or stalls: Document everything, then file with either the EEOC Public Portal or MCCR. In Maryland, the EEOC deadline is generally 300 days; MCCR publishes instructions and forms online. For help writing your charge, call EEOC 1‑800‑669‑4000 or MCCR 410‑767‑8600. (eeoc.gov)

What to do if this doesn’t work: Call the Women’s Law Center Employment Law Hotline for quick, free guidance, or reach Public Justice Center if wage loss or retaliation starts; both can point you to private attorneys if needed. (peoples-law.org)

Table — Practical Accommodation Ideas That Commonly Get Approved

Need Examples to Request Tip Where to cite in your email
Nausea/fatigue Extra breaks, flexible start times, stool to sit Provide a date range EEOC PWFA guidance
Lifting limits Temporary duty change, team lifting Ask for the least‑restrictive change Md. §20‑609 options
Prenatal/postnatal care Time off for appointments, telework Offer documentation if policy requires EEOC PWFA final rule
Post‑birth recovery Short‑term light duty, shorter shifts Update HR as recovery progresses EEOC pregnancy rights

Can Your Boss Make You Use Up All Your Sick Days? Maryland’s Sick & Safe Leave Rules

Maryland’s Healthy Working Families Act lets most workers earn 1 hour of sick/safe leave for every 30 hours worked. Employers with 15+ workers must make it paid; smaller employers must offer the time unpaid. You can carry over up to 40 hours, but an employer can cap total accrual at 64 hours and annual use at 64 hours. Employers can “front‑load” 40 hours at the start of the year and waive carryover. See Maryland’s official model policies and FAQs before you plan. Start with MD DOL FAQs, read the model policy, and remember the law’s permitted uses include maternity/paternity time and domestic‑violence‑related needs. (labor.maryland.gov)

County difference: If you work in Montgomery County, the county law gives up to 56 hours paid (for 5+ employee employers) and allows up to 80 hours’ use in a year; employees in tiny firms get 32 paid + 24 unpaid. Check the county’s page and the code section. See County guidance and County Code §27‑77. (montgomerycountymd.gov)

What to do if this doesn’t work: If your boss denies earned leave or punishes you for using it, save your pay stubs and write a short complaint to Maryland Department of Labor and call the Public Justice Center for backup. (labor.maryland.gov)

How to Protect Your Job While You’re Out — FMLA Basics for Maryland Workers

If your employer has 50+ employees within 75 miles and you’ve worked 12 months/1,250 hours, the federal FMLA gives up to 12 weeks of job‑protected leave for birth/recovery/bonding and keeps your health insurance going. Ask HR for the FMLA notices and confirm return‑to‑work rights in writing. For clarity on how the “12‑month period” is measured and how leave is counted, review the DOL fact sheets. Start with FMLA Fact Sheet #28, #28A, and #28I; for help, contact WHD Baltimore. (dol.gov)

Small‑employer note: Maryland’s Parental Leave Act (PLA) still protects many workers at 15–49‑employee employers with up to 6 weeks of unpaid parental leave—but a 2025 change exempts employers that are already covered by FMLA (effective Oct 1, 2025). If your small employer was FMLA‑covered in the prior year, the PLA may not apply. Check the state bill info and a plain‑English summary. See SB 785 overview and Jackson Lewis update. (mgaleg.maryland.gov)

What to do if this doesn’t work: If HR refuses FMLA paperwork or miscounts your hours, call U.S. DOL WHD to open a complaint, and ask the Women’s Law Center hotline to walk you through next steps before things escalate. (dol.gov)

Pumping at Work — Your Federal and Local Rights

Under the federal PUMP Act, most employees (including many salaried workers) get reasonable break time and a private space—not a bathroom—to express milk for one year after birth. Employers must make a space available each time you need to pump; if you work in Baltimore City, a local ordinance also requires a written lactation policy and, in many spaces, a room within 500 feet that meets strict standards (door lock, surface, outlet, sink/refrigerator nearby). Use the federal fact sheets, the state rule for state employees, and the Baltimore City code if you work in the city. See DOL PUMP Fact Sheet #73, Space Guidance #73A, and Baltimore’s lactation subtitle. (dol.gov)

State/local extras: Maryland law explicitly protects breastfeeding in public, and Maryland state agencies must provide pumping breaks/space for state employees. If you struggle with public breastfeeding access, the Maryland Department of Health has a helpful overview, and the Attorney General takes complaints about public interference. See Health‑General §20‑801, MDH breastfeeding law page, and Justia on state employee pumping. (law.justia.com)

What to do if this doesn’t work: If you’re denied time/space to pump, file with U.S. DOL WHD (you can also file a private lawsuit for PUMP violations), and if you’re in Baltimore City, report violations to the Community Relations Commission listed in the ordinance; for fast guidance on wording, call Women’s Law Center. (dol.gov)

Step‑by‑Step — Requesting Leave or an Accommodation

  • Write the request: Email HR with your due date, medical needs, and the exact changes you want (extra breaks, lifting limit, telework, stool). Reference the PWFA, Maryland §20‑609, and if seeking leave, FMLA. Ask for a response within five business days. (eeoc.gov)
  • Attach proof: Include a simple provider note listing restrictions and timeline. Use the DOL FMLA toolkit and your employer’s forms. (dol.gov)
  • Confirm benefits: Ask HR to confirm if leave is paid/unpaid, how health insurance continues, and whether you can use sick/safe leave at the same time. If you’re in Montgomery County, mention the county ESSL. (labor.maryland.gov)
  • Escalate if needed: If you’re ignored or refused, file a charge with EEOC or MCCR; for leave denials, contact U.S. DOL WHD or ask Public Justice Center to assess retaliation risk. (eeoc.gov)

What to do if this doesn’t work: Get a quick case review from the Women’s Law Center hotline and consider a lawyer referral through that line if deadlines are close. (peoples-law.org)

How to Stop Utility Shutoff in Maryland Today

If you’re staring at a “final termination” notice, do these three things the same day: set up a utility payment plan, apply for OHEP, and call 211 to locate local funds.

  • Set a payment plan: Call your utility and ask for a 12‑month plan to avoid shutoff. Keep a dated note of who you spoke to. Utilities list assistance contacts on 211 Maryland’s utility help page. (211md.org)
  • Apply for energy assistance: Submit a complete OHEP application online at MarylandBenefits.gov or via your local OHEP office. OHEP can provide MEAP (heating), EUSP (electric), and up to $2,000 in arrearage help if you qualify. Applications can be done by phone with documents sent later; expect several weeks processing except in crisis. Call OHEP at 1‑800‑332‑6347. (dhs.maryland.gov)
  • Ask about USPP: If you get MEAP, you can enroll in the Utility Service Protection Program (USPP) to prevent shutoffs during the heating season if you stay on budget billing. See the state’s explanation and ask your utility to flag your account. Learn more from OHEP “How do you apply?” and grant determination details. (dhs.maryland.gov)

What to do if this doesn’t work: Call Maryland Office of People’s Counsel through the Fuel Fund’s resource page and re‑contact 211 Maryland for local church/charity funds; reapply to OHEP with any missing documents and ask for crisis processing if health‑ or heat‑related. (fuelfundmaryland.org)

Quick Reference Cheat Sheet

Application Checklist — Save/Print This

Common Mistakes to Avoid

  • Waiting too long to ask for accommodations: Request early under PWFA and Md. §20‑609; give HR time to respond and document the process. (eeoc.gov)
  • Assuming Maryland’s paid leave pays in 2025: Benefits are delayed until 2028; do not budget for FAMLI checks now. Verify dates on state updates and plan backup income. (gfrlaw.com)
  • Not stacking leave types: Combine sick/safe leave, county ESSL, and FMLA when eligible; ask HR to run them concurrently so your job is protected. (labor.maryland.gov)
  • Skipping utility plan while waiting on OHEP: Call the utility for a plan first, then apply to OHEP; check in weekly. Use 211 Maryland to find stopgap help. (dhs.maryland.gov)

“Reality Check” — Delays, Denials, and Funding Gaps You Should Expect

  • Leave approvals take time: HR often needs your provider note and may take days to decide. If deadlines slip, escalate to EEOC for PWFA issues or WHD for FMLA. Keep all emails. (eeoc.gov)
  • Child Care Scholarship waitlist (2025): Maryland temporarily froze new enrollments as of May 1, 2025; applications go to a waitlist until funding returns. Confirm status with MSDE’s line and plan alternative care coverage while you appeal. See MSDE notice and call 877‑227‑0125. (news.maryland.gov)
  • OHEP timelines: Non‑crisis applications often take 3–4 weeks; upload all documents to avoid resets. Track status through MarylandBenefits.gov, and call your local OHEP office. (dhs.maryland.gov)

If Your Application Gets Denied (Leave, Accommodation, or Benefits)

Local Organizations, Charities, Churches, and Support Groups

What to do if this doesn’t work: Call 211 Maryland and ask for legal, housing, and parenting resources near your ZIP code; they maintain real‑time local maps of help. (211md.org)

Resources by Region

What to do if this doesn’t work: Re‑contact 211 Maryland and ask for “navigation” help; tell them you’re a solo parent and ask for waitlist‑free programs first. (211md.org)

Diverse Communities — Tailored Tips and Contacts

  • LGBTQ+ single mothers: Ask HR to use inclusive language in your leave/accommodation letters and, if needed, contact FreeState Justice for free legal help; for discrimination at work, file with the EEOC and request interpreter services if necessary. Accessibility: “711” Maryland Relay works for all these numbers. (freestate-justice.org)
  • Single mothers with disabilities or disabled children: Keep a running list of medical appointments and request predictable shifts; cite PWFA and, if your own condition qualifies, the ADA. For advocacy on accommodations and benefits, contact Maryland Department of Disabilities; for TTY, use 711. (mdod.maryland.gov)
  • Veteran single mothers: Coordinate maternity care, bonding leave, and VA benefits; call MD Veterans & Military Families and the federal MyVA411 line at 800‑698‑2411; ask your HR to sync leave with VA appointments. Accessibility: Interpreters available via VA. (veterans.maryland.gov)
  • Immigrant/refugee single moms: For DV‑related immigration relief, ask the Women’s Law Center’s MEDOVI project; for wage/retaliation issues, call the Public Justice Center. Language access: All listed agencies can connect interpreters—state agencies use Maryland Relay 711. (probonomd.org)
  • Tribal‑specific resources: Contact the Maryland Commission on Indian Affairs for cultural navigation and links to services; if your job site is on tribal land or you need to coordinate with federal agencies, ask MCIA to direct you. Accessibility: GOCI lists meeting times and contacts publicly, and staff can coordinate referrals. (goci.maryland.gov)
  • Rural single moms with limited access: Use telework/telehealth requests where possible under PWFA, file leave online via MarylandBenefits.gov, and use 211 Maryland to find local mobile clinics and community funds. Accessibility: Ask for large print or mailed forms from each agency. (dhs.maryland.gov)
  • Single fathers: Fathers have identical rights to bonding leave and to accommodations for lactation if chestfeeding; use FMLA for bonding and PUMP Act if applicable. Accessibility: DOL helplines accept Relay calls. (dol.gov)
  • Language access: When contacting the EEOC or Maryland DHS/OHEP, ask for an interpreter; for court filings on protective orders, the Maryland Courts can connect language services. Accessibility: Ask for large print applications or TTY via 711. (eeoc.gov)

What to do if this doesn’t work: Ask the agency to note your accommodation or language need in your file and escalate to a supervisor; if access is denied, you can complain to the Maryland AG’s Health Education & Advocacy Unit for health‑plan issues or to the Maryland Insurance Administration for coverage denials. (marylandattorneygeneral.gov)

FAQs — Maryland‑Specific Answers for Single Moms

  1. How much money will Maryland’s paid leave (FAMLI) actually pay and when?
    FAMLI replaces up to 90% of average weekly wages with a 50minimumand50 minimum and 1,000 maximum through 2028; contributions begin January 1, 2027 and benefits start no earlier than January 3, 2028. Check the state’s updates and employer notices for any changes. See Gordon Feinblatt summary, LegiScan HB102, and NFP alert. (gfrlaw.com)
  2. What if my company has fewer than 50 employees—do I get parental leave?
    Maybe. Maryland’s PLA covers many 15–49‑employee employers for up to six weeks of unpaid parental leave, but as of October 1, 2025, employers already covered by FMLA are excluded from the state PLA that year. See SB 785 (Ch. 296) and Jackson Lewis FAQ. (mgaleg.maryland.gov)
  3. Can my boss force me to take leave instead of adjusting my job?
    Under the PWFA and Maryland §20‑609, employers must consider reasonable accommodations; they shouldn’t force leave if another accommodation would let you work safely. File with the EEOC or MCCR if you’re pressured. (eeoc.gov)
  4. Do I get paid for pump breaks?
    If you’re off duty during pump breaks, federal law doesn’t require pay; but if you work while pumping or your employer provides paid breaks used for pumping, that time is paid. See DOL Fact Sheet #73 and #73A space guidance. (dol.gov)
  5. Can I breastfeed in public in Maryland?
    Yes. Maryland law says a mother may breastfeed in any public or private location she’s authorized to be. See Health‑General §20‑801 and MDH breastfeeding law page. (law.justia.com)
  6. What if HR says I’m not FMLA‑eligible because I started recently?
    FMLA requires 12 months of employment and 1,250 hours worked at an employer with 50+ employees within 75 miles. Confirm the rules in Fact Sheet #28 and call WHD if you think HR miscounted. (dol.gov)
  7. Can I use sick/safe leave for maternity recovery or bonding?
    Yes. Maryland’s model policy lists maternity/paternity leave as a permitted use. See MD DOL model policy and the state FAQ. (labor.maryland.gov)
  8. How fast will OHEP help arrive, and do I need a shutoff notice?
    You don’t need a shutoff notice to apply. Processing can take several weeks, so apply early and keep your payment plan active. See How to apply and the grants explained page. (dhs.maryland.gov)
  9. Where can I get formula and nutrition help quickly?
    Call Maryland WIC 1‑800‑242‑4942 to enroll and get breastfeeding support or formula if needed; check the benefits list at WIC benefits. (health.maryland.gov)
  10. I’m being harassed at work because I’m pregnant—what now?
    Document dates/people, ask your employer to stop it in writing, then file with the EEOC or MCCR. Pregnancy‑based harassment is illegal under Title VII and Maryland law. See EEOC pregnancy page. (eeoc.gov)

Tables You Can Screenshot

Table — Who to Call by Problem

Problem First Call Backup
Denied pregnancy accommodation EEOC 1‑800‑669‑4000 MCCR 410‑767‑8600
FMLA leave dispute U.S. DOL WHD MD offices Women’s Law Center hotline
Pumping break/space issue DOL PUMP Act Baltimore lactation ordinance
Utility shutoff OHEP 1‑800‑332‑6347 211 Maryland

Table — Maryland Sick/Safe Leave vs Montgomery County ESSL

Feature State Law Montgomery County
Accrual 1 hr/30 hrs 1 hr/30 hrs
Annual cap Use up to 64 hrs; accrue up to 64 Earn up to 56 (5+ workers) or 32 paid + 24 unpaid (<5); use up to 80
Paid/unpaid Paid if 15+ employees Paid (with small‑employer rules)
Links MD DOL FAQ County guidance

Table — Proof You’ll Commonly Need

Request Typical Proof Where to Learn More
Accommodation Provider note with dates/restrictions EEOC PWFA rules
FMLA 12 months/1,250 hours/50 employees DOL FMLA #28
OHEP Photo ID, utility bill, proof of income OHEP “How to Apply”

Table — Breastfeeding & Pumping Rights Snapshot

Right Federal Maryland/Local
Breastfeed in public — HG §20‑801
Pump breaks/space PUMP Act State employees covered; Baltimore City ordinance

Table — Fast Links for Single Moms

Topic Link
File EEOC charge EEOC Public Portal
File MCCR intake MCCR Intake
Check FMLA rules DOL Fact Sheets
Apply energy help OHEP
Find local help 211 Maryland

County‑Specific Variations Worth Noting

What to do if this doesn’t work: If your county has a human rights office (like Montgomery County), call them for enforcement; otherwise escalate through EEOC or WHD. (dol.gov)

Spanish — Resumen Rápido (traducción hecha con herramientas de IA)

About This Guide

Compiled by the ASingleMother.org Editorial Team.

This guide uses official sources including:

Last verified September 2025, next review April January 2026.

This guide is produced based on our Editorial Standards using only official sources, regularly updated and monitored, but not affiliated with any government agency and not a substitute for official agency guidance. Individual eligibility outcomes cannot be guaranteed.

Please note that despite our careful verification process, errors may still occur — email info@asinglemother.org with corrections and we respond within 72 hours.

Disclaimer

This guide provides general information, not legal advice. For legal advice about your specific situation, consult an attorney. For emergencies or immediate safety concerns, call 911. For confidential safety planning, call the National Domestic Violence Hotline at 1‑800‑799‑SAFE and the Maryland Courts for protective‑order guidance; for workplace enforcement, use the EEOC Public Portal and U.S. DOL WHD. (courts.state.md.us)

Tip: For accessibility, ask any agency for large‑print forms, interpreter services, or TTY/Relay at 711; agencies listed above accept these requests. Use 211 Maryland if you need help navigating or finding a local advocate to go with you. (211md.org)

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