Should My Marital Status Affect My Employment?

Learn how to file a claim if your employer is discriminating against you because of your marital status.

In a professional world that values equality and fairness, the question of whether marital status should influence employment decisions might seem outdated. Yet, for many individuals, marital status can subtly or overtly impact how they are treated in the workplace.

From assumptions about availability and dedication to outright discrimination, marital status remains a relevant concern in employment.

In California, employment law provides significant protections against workplace discrimination, including discrimination based on marital status.

This article will explore why your marital status should not affect your employment, the laws protecting you, examples of marital status discrimination, and how to address and prevent such issues in the workplace.

What Is Marital Status Discrimination?

Marital status discrimination occurs when an employer treats an employee or job applicant unfairly based on their marital status. This could mean being single, married, divorced, separated, or widowed. Discrimination may take various forms, including:

• Refusing to hire a single applicant based on assumptions about their stability or reliability.

• Overlooking married employees for promotions due to perceived family commitments.

• Treating divorced employees differently because of stereotypes about emotional stability.

• Penalizing employees in a domestic partnership or non-traditional relationship status.

Protections Against Marital Status Discrimination in California

California’s employment laws are some of the most comprehensive in the nation, and marital status discrimination is explicitly prohibited under the California Fair Employment and Housing Act (FEHA). Here are some key aspects of the law:

1. Marital Status as a Protected Category

Under FEHA, marital status is a protected characteristic, meaning employers cannot make decisions based on whether an employee is single, married, divorced, or in a domestic partnership. This protection applies to all aspects of employment, including:

• Hiring and firing

• Promotions and demotions

• Compensation and benefits

• Job assignments

• Training opportunities

2. Applies to Employers with Five or More Employees

FEHA applies to all employers in California with five or more employees, ensuring widespread protection across the state.

3. Broad Definition of Marital Status

FEHA’s protections cover all forms of marital status, including legal marriages, domestic partnerships, and civil unions. Employers cannot discriminate based on an employee’s relationship structure or lack thereof.

Examples of Marital Status Discrimination in the Workplace

Understanding how marital status discrimination manifests in the workplace can help employees recognize and address it. Here are some common examples:

1. Hiring Bias

An employer refuses to hire a single candidate, assuming they are less responsible than their married counterparts, or avoids hiring a married candidate, fearing potential maternity or paternity leaves.

2. Unequal Benefits

Providing different health insurance or retirement benefits to single employees compared to married employees, or excluding domestic partners from benefit plans.

3. Stereotyping and Assumptions

• Assuming a single employee is more flexible and available for overtime.

• Believing a married employee is less committed to their career.

• Judging a divorced employee as less emotionally stable.

4. Promotion and Advancement

Passing over a married employee for leadership roles based on the belief that family responsibilities will interfere with job performance.

5. Hostile Work Environment

Creating a workplace culture where employees are ridiculed, harassed, or excluded based on their marital status.

Why Marital Status Should Not Impact Employment

Marital status has no bearing on an employee’s ability to perform their job. Decisions based on marital status perpetuate stereotypes and undermine workplace equality. Here’s why it should never factor into employment decisions:

1. Focus on Merit

Employment decisions should be based on qualifications, skills, and performance, not personal circumstances. A person’s marital status has no correlation with their competency or dedication.

2. Eliminating Stereotypes

Basing decisions on marital status reinforces harmful stereotypes, such as assuming single employees are less mature or married employees are less committed. Eliminating these biases fosters a more inclusive workplace.

3. Promoting Fairness

When marital status is irrelevant, all employees have equal opportunities to succeed, regardless of their personal life.

4. Legal Compliance

Ignoring marital status protections under California law exposes employers to legal risks, including lawsuits and penalties.

How to Address Marital Status Discrimination

If you believe your marital status has negatively impacted your employment, taking the following steps can help you address the issue:

1. Document Incidents

Keep a detailed record of discriminatory actions, including dates, times, and any witnesses. Save emails, memos, or other communications that demonstrate biased treatment.

2. Report the Issue Internally

Most companies have policies and procedures for reporting discrimination. File a formal complaint with your HR department or supervisor. Be clear about the behavior and how it violates your rights.

3. File a Complaint with the DFEH

If the issue is not resolved internally, you can file a complaint with the California Department of Fair Employment and Housing (DFEH). This agency investigates claims of workplace discrimination and may mediate or issue a "right-to-sue" letter if needed.

4. Consult an Employment Lawyer

For complex cases or if the discrimination persists, consulting an experienced California employment attorney is crucial. A lawyer can help you navigate the legal process, gather evidence, and pursue a claim against your employer.

Preventing Marital Status Discrimination

Employers play a critical role in fostering an inclusive workplace. Here are some steps employers can take to prevent marital status discrimination:

1. Implement Clear Policies

Establish and enforce anti-discrimination policies that explicitly include marital status as a protected category.

2. Train Employees and Managers

Provide training on recognizing and avoiding marital status discrimination. Emphasize the importance of equal treatment and inclusivity.

3. Review Benefits Policies

Ensure benefits are equitable and inclusive, covering employees of all marital statuses and their dependents or partners.

4. Encourage Open Communication

Create an environment where employees feel comfortable reporting discrimination without fear of retaliation.

Real-World Cases of Marital Status Discrimination

Examining real-world examples of marital status discrimination can illustrate its impact:

• Case 1: A single employee is routinely assigned evening and weekend shifts because management assumes they have fewer personal commitments. This leads to burnout and affects their performance.

• Case 2: A married woman is passed over for a promotion because her employer assumes she will prioritize family responsibilities over career growth.

• Case 3: A divorced employee is subjected to inappropriate comments from coworkers about their personal life, creating a hostile work environment.

Conclusion

Your marital status should never affect your employment opportunities, treatment, or benefits. California’s laws provide strong protections against marital status discrimination, ensuring that personal circumstances do not dictate professional success.

If you face discrimination based on your marital status, take action by documenting incidents, reporting the issue, and seeking legal guidance if necessary. Employers, on the other hand, must create inclusive workplaces where marital status is irrelevant to career advancement.

Remember, fostering a fair and respectful work environment benefits everyone, allowing employees to thrive based on their skills and contributions, not their personal lives.