Marital Status Discrimination


Marital status is not protected under the Civil Rights Act of 1964, but federal employees are 


protected from discrimination in the workplace based on marital status under revisions made in 1978. States and city laws may also protect marital status from discrimination in the workplace in many states.

With that being said, marital status discrimination may fall under gender discrimination in some scenarios. For example, if a married woman is passed over for a promotion in favor of an unmarried man, as he is seen as someone who has more free time to devote to work, the married woman can argue for discrimination under Title VII of the Civil Rights Act of 1964.

It is important to remember that employees can not be asked questions that can be perceived as potentially discriminatory during the interviewing process. For example, an individual may not ask whether or not an applicant is married, whether or not an applicant plans to start a family, or for maiden names.

In 2008, a Catholic School teacher filed a complaint with the EEOC claiming marital status discrimination after she was fired from her job for marrying a man who was divorced. In the weeks leading up to her dismissal, she was asked to resign, and to have her future husband to seek an annulment through the Catholic Church.  

Minnesota has state laws that specifically protect marital status, noting that an employer can not make hiring decisions or firing decisions based on marital status or the identity of one’s spousal partner. Several other states have similar statutes. 

Cite this article: Lynch, N. (2017). Marital Status Discrimination. Available:

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