“Isn’t That Illegal?”: A call to end the misuse of NDAs
"Isn't that illegal?"
Every time I post about getting fired at eight months pregnant, I can almost guarantee someone will ask that question.
Yes, firing someone because they are pregnant is illegal. And it doesn’t even have to be the sole reason—if pregnancy or family status is *any* factor in the decision, it’s against the law.
But here’s the kicker:
There’s no watchdog for this.
No automatic alert system.
No one rushing in to fight for you.
If this happens to you, you have to lead the charge yourself. And that fight? It won’t take months—it will take years. You’ll need financial stability, emotional resilience, and sheer mental stamina to keep going.
This is why most women don’t file complaints. They take the severance, sign the NDA, and do their best to move on—because now, on top of everything, they have a little human to care for.
My heart breaks for all the women who have signed offers and NDAs because they felt it was the best or only option.
NDAs cover up and silence trauma. It’s not just about losing your job at your most vulnerable. Ask any woman who has experienced it and they will tell you it is a truly life changing experience that stays with them. The mental health toll alone is immense.
A study covered by Forbes last July highlighted the deep harm caused by NDAs and similar silencing agreements.
But change is happening:
🔹 In Canada and the UK, Can't Buy My Silence, co-founded by Julie Macfarlane, is pushing to ban NDAs in cases of sexual harassment, assault, and discrimination.
🔹 In the U.S., Lift Our Voices, co-founded by Gretchen Carlson, successfully championed the Speak Out Act, which makes NDAs unenforceable in cases of sexual harassment and assault—and they’re fighting to expand protections further.
Over the past year, I’ve heard from so many women who have stories they want to tell but can’t.
As Julie Roginsky of Lift Our Voices put it in Forbes:
"There’s a huge psychological component to having to sit on something so obviously devastating and not being able to talk about it with anybody."
This practice needs to end.
As we approach International Women’s Day, companies that truly support women should take a stand: Pledge to never misuse NDAs to conceal discrimination or misconduct.
Here are links to petitions in the U.S., Canada, and the UK.
