Michigan House Bill HB4753

Michigan 2025-2026 Regular Session

• Introduced: 7/29/25
• Refer: 7/29/25

Caption

Civil rights: other; protections for the termination of a pregnancy under the Elliott-Larsen civil rights act; remove, and restore to former provisions. Amends secs. 201 & 202 of 1976 PA 453 (MCL 37.2201 & 37.2202).

Impact

If passed, HB 4753 would significantly alter the treatment of pregnancy and childbirth within the workforce, potentially leading to increased discrimination against individuals who have experienced pregnancy-related medical conditions. The proposed changes would mean that employers might not have the same obligations to ensure non-discriminatory practices when it comes to hiring, firing, or providing benefits to employees affected by pregnancy or related health issues. Consequently, this could pave the way for workplaces to impose more restrictions or unfair treatment based purely on pregnancy status or related health outcomes.

Summary

House Bill 4753 seeks to amend sections 201 and 202 of the Elliott-Larsen Civil Rights Act as it pertains to employment practices. The primary focus of the bill is to redefine and remove specific protections regarding the termination of a pregnancy, along with related medical conditions from the existing civil rights framework. This legislative measure reflects growing tensions surrounding reproductive rights and workplace protections in the state of Michigan.

Contention

Debates around HB 4753 are expected to be contentious, as stakeholders on both sides present strong arguments. Proponents of the bill argue that it restores a previous framework that they believe was overly protective and cumbersome for employers. Meanwhile, opponents, including civil rights groups and advocates for women's rights, express concern that such legislation could undermine hard-fought protections against discrimination, particularly for women and marginalized communities in the workplace. They highlight the potential backlash and negative implications for both employee rights and overall workplace inclusivity.