Therefore, in the following situations, the BFOQ concept will not apply: This caused quite a stir and much discussion amongst club members, many of whom felt Ruth was equal to, if not better than some of the male players. On hearing that she wasn't, he ended the interview and told other staff that he couldn't possibly employ a young single mother as it would set a bad example. Since an increasing number of new mothers return to work shortly or within three months after giving birth, breast-feeding has become a more common workplace issue. Hypothetical Example Indra lives at home with her mother who has a medical condition requiring a program of regular hospital treatment. Hypothetical Example Catherine is moving to the city to start university. Everyone benefits when employers can't afford to discriminate based on anything other than someone's qualifications for a job. Employers must therefore give pregnant employees and temporarily physically disabled new mothers the same treatment and benefits that they give to employees with other temporary disabilities. Otherwise, ask for assistance from someone you trust or from someone in a responsible position such as your manager, union delegate, or professional association. Monitor and ensure the development of female employees. As she is looking through the premises, the real estate agent suggests they go out for a drink. To discriminate against someone because they have the potential to become pregnant is also against the law under the Sex Discrimination Act. Dismissal on the basis of family responsibilities is also unlawful under the Sex Discrimination Act. For further information about lodging complaints call and ask for a copy of The Complaint Guide and the Commission's other sex discrimination brochures. What can you do about sex discrimination at work? Title VII prohibits employers from treating pregnant women differently from other temporarily sick, injured or disabled employees.