Table of Contents
- Pregnancy Discrimination Prohibited Under FEHA
- Pregnancy Disability Leave Rights
- Reasonable Accommodations for Pregnancy
- Returning to Work After Pregnancy Leave
- Lactation Accommodation Requirements
- Filing a Pregnancy Discrimination Claim
- Conclusion
Key Takeaways
- California prohibits discrimination based on pregnancy, childbirth, and related conditions
- PDL provides up to four months of job-protected leave for pregnancy disability
- Employers must provide reasonable accommodations for pregnancy-related limitations
- Employees have right to return to same or comparable position after leave
- Employers must provide lactation breaks and private space for expressing milk
Pregnancy discrimination remains prevalent in Los Angeles workplaces despite California’s comprehensive protections for expecting workers. Understanding these rights helps employees recognize violations and take action to protect their careers and families. The employment law attorneys at Law Offices of Todd M. Friedman, P.C. are committed to defending the rights of pregnant workers and new mothers throughout California.
Pregnancy Discrimination Prohibited Under FEHA
California’s Fair Employment and Housing Act prohibits discrimination based on pregnancy, childbirth, breastfeeding, and related medical conditions. Employers cannot refuse to hire, fire, demote, or take other adverse actions against employees due to pregnancy or pregnancy-related conditions.
FEHA protections apply to employers with five or more employees, covering most Los Angeles workplaces.
Pregnancy Disability Leave Rights
California’s Pregnancy Disability Leave (PDL) law provides up to four months of job-protected leave for employees disabled by pregnancy, childbirth, or related conditions. Unlike FMLA, PDL has no minimum tenure or hours-worked requirement.
PDL applies to any period when a healthcare provider certifies the employee is unable to perform job duties due to pregnancy-related disability.
Reasonable Accommodations for Pregnancy
Employers must provide reasonable accommodations for pregnancy-related limitations just as they would for other disabilities. Accommodations may include modified duties, more frequent breaks, schedule changes, or temporary transfer to less strenuous positions.
Returning to Work After Pregnancy Leave
Employees have the right to return to the same position held before PDL began or, if that position no longer exists, to a comparable position. Employers cannot penalize employees for taking pregnancy leave through reduced hours, demotions, or unfavorable assignments.
Lactation Accommodation Requirements
California law requires employers to provide reasonable break time and private space other than a toilet stall for employees to express breast milk. These accommodations must be provided for the first year after childbirth.
Filing a Pregnancy Discrimination Claim
Employees who experience pregnancy discrimination should document incidents and file complaints with the California Civil Rights Department (formerly DFEH) within three years. Successful claims may recover lost wages, emotional distress damages, and attorney’s fees.
Conclusion: Protect Your Career and Your Family
Pregnancy should be a joyful time, not a source of workplace stress and discrimination. California law recognizes that pregnant workers and new mothers deserve strong protections that allow them to maintain their careers while caring for their families. When employers violate these rights, they harm not just individual workers but entire families.
Law Offices of Todd M. Friedman, P.C. has a proven track record of successfully representing pregnant workers and new mothers in discrimination cases throughout Los Angeles. We understand the unique challenges pregnant employees face and know how to hold employers accountable for violations of PDL, accommodation requirements, and anti-discrimination laws. If you’ve experienced pregnancy discrimination, don’t wait—contact us today for a free consultation. We’ll help you protect both your family and your career.
