Pregnancy discrimination occurs when an employer treats a job applicant or employee unfavorably because of pregnancy, childbirth, or a related medical condition. California law provides some of the strongest protections for pregnant workers in the nation, including the right to reasonable accommodations, pregnancy disability leave, and protection from discrimination in hiring, firing, and promotions. Despite these protections, pregnancy discrimination remains far too common.
FEHA explicitly prohibits discrimination based on pregnancy, childbirth, breastfeeding, and related medical conditions. Employers must treat pregnancy-related conditions the same as other temporary disabilities when it comes to leave, accommodations, and benefits. Terminating or demoting an employee because she is pregnant is illegal under California law.
Employees disabled by pregnancy, childbirth, or a related medical condition are entitled to up to four months (approximately 17.3 weeks) of pregnancy disability leave per pregnancy. This leave is available to employees of employers with five or more workers, and the employee need not have worked any specific length of time to be eligible.
California requires employers to provide reasonable accommodations for pregnancy-related conditions, including modified work duties, more frequent breaks, temporary transfer to less strenuous positions, and time off for prenatal care. Employers must engage in a timely, good-faith interactive process to determine effective accommodations.
Pregnancy discrimination is treating an employee or applicant unfavorably because of pregnancy, childbirth, breastfeeding, or related medical conditions. Under FEHA, pregnancy discrimination is classified as sex discrimination and is unlawful. California law goes beyond federal protections by requiring employers with five or more employees to provide pregnancy disability leave of up to four months and to engage in an interactive process to provide reasonable accommodations.
No. Under California's PDL law, you are entitled to take leave for pregnancy-related disabilities, including severe morning sickness, doctor-ordered bed rest, and prenatal appointments. Your employer must treat this leave the same as leave for other temporary disabilities.
Yes. California law requires employers to provide a reasonable amount of break time to accommodate an employee desiring to express breast milk, along with a private space (other than a bathroom) to do so. Retaliation against an employee for requesting lactation accommodation is illegal.
Generally, yes. Under PDL, your employer must guarantee your reinstatement to the same position or a comparable position when you return from pregnancy disability leave. If your position was eliminated, you may have a claim for retaliation, especially if others in eliminated positions were treated differently.
We have fought for pregnant workers across California and understand the unique legal protections available to them. Our firm knows how to hold employers accountable for pregnancy discrimination at every stage — from the initial request for accommodation through return from leave. We leverage both FEHA and federal law to maximize protection and recovery for our clients.
We work on a contingency fee basis, meaning you don't pay us unless we win your case.
We have a proven record of securing substantial compensation for our clients.
Your pregnancy should be a time of joy, not workplace anxiety. If you've experienced discrimination because of your pregnancy or related medical needs, contact The Azizi Firm for a free consultation. We handle cases on a contingency fee basis — no fees unless we recover for you.
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