Title: Utah — Boss Questioned My Schedule Right After I Told Him I’m Pregnant. Haven’t Reported It To Hr Yet And Feel Uneasy Working Around Him.

Hi everyone,

Location: Utah

I live and work in Utah and could really use advice on what my next steps should be.

I work for a large commercial real estate company. When I was hired, my agreed schedule was in-office Monday–Tuesday and remote Wednesday–Friday, and there had never been any concerns or issues.

On Monday, Oct 6, I told my boss I’m pregnant. Immediately afterward, he said he’d “been going back and forth in his head” about whether my schedule was still working for him and that he wanted to “play the next couple of weeks by ear” to decide if it would continue. He also mentioned that ideally he’d have an assistant who could work Monday–Friday in-office—even though he knows that’s not part of my agreement.

Before that conversation, I had never received any feedback or concerns about my work or schedule.

The next day, he emailed me repeating those same comments and thanked me for “handling his comments so maturely.” I replied professionally asking if he had specific feedback moving forward, but he never responded.

Since then, communication has stayed strictly task-related, but the timing and tone of his comments have caused me a lot of distress. I’ve felt uneasy and anxious working around him ever since, and it’s been weighing on me heavily. I’ve drafted an email to HR with a detailed timeline and screenshots, but I haven’t sent it yet because this situation has already taken such a toll on me emotionally. I’m honestly unsure if I can handle the stress of reporting it and then continuing to work under him once he finds out.

Would quitting but still reporting to HR lower my chances of being able to take legal action if I later decided to?

I’m scheduled to be in the office Monday and Tuesday, but I don’t feel comfortable going in. Would this likely qualify as pregnancy discrimination or retaliation under Utah or federal law? Should I send the report to HR first, or contact the Utah Antidiscrimination and Labor Division (UALD) / EEOC before doing anything else?

Thank you so much for any guidance.