Workers who practice religions with more permissive views of abortion could have grounds to sue a pro-life employer, citing a hostile work environment or discrimination based on religion. (Photo: Shutterstock)
In the wake of the U.S. Supreme Court's decision to overturn Roe v. Wade last month, companies that have publicized their stance on abortion will not only need to keep abreast of a growing patchwork of state laws restricting abortion access, but those related to workplace discrimination and employees' social media use, as well.
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Jessica Mach
Jessica Mach is a reporter covering tech, labor and employment for ALM Media's In-House desk, and writes Law.com's weekly "Labor of Law" newsletter. Contact her at [email protected].
