David Wimmer, a Los Angeles-based labor and employment attorney and partner at Swerdlow Florence Sanchez Swerdlow & Wimmer, cautioned that the viral interview question raises serious legal concerns for employers. He stressed that job interviews should focus strictly on qualifications and the role itself—not on personal details such as marital status, pregnancy, or family plans.

Wimmer noted that even a single inappropriate question can expose a company to discrimination claims, especially if asked selectively of female candidates.