Medical Expense✓ Verified · outline & fact-checked · Sep 2026Difficulty 2/5
Under federal law prohibiting pregnancy discrimination in group health coverage, a group plan may not:
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Answer & full 3-part explanation (select an option above, or peek)
Why B is correct
The Pregnancy Discrimination Act requires that pregnancy, childbirth, and related medical conditions be treated the same as any other medical condition for purposes of group health plan benefits. A plan that covers hospital and medical expenses must cover pregnancy on the same terms, with the same deductibles, coinsurance, and benefit limits that apply to other conditions. Restricting or separately charging for maternity coverage is unlawful discrimination.
Why the other options are wrong
- A) Marital status is irrelevant; the law requires equal treatment of pregnancy benefits regardless of whether the employee is married.
- C) Placing a six-month cap on maternity benefits would make maternity less generous than other covered conditions and would violate parity.
- D) Requiring a maternity rider or extra premium for women discriminates by sex and is prohibited; pregnancy must be treated like any other condition.
Memory hook
Pregnancy = any other medical condition. Same deductible, same limits, no riders, no caps.