Protecting the Rights of Mothers and Future Parents in the Workplace
Starting or growing a family should be one of the most rewarding chapters of your life—not a source of professional anxiety or financial instability. Unfortunately, many California workers still face bias the moment they disclose a pregnancy. Whether it is being passed over for a promotion, denied simple medical accommodations, or facing "sudden" performance issues, pregnancy discrimination is a violation of your civil rights.
Ezoory Labor Law is committed to providing employees with aggressive and passionate legal advocacy. We provide the highest quality of legal services to help resolve cases and defeat workplace discrimination. We are dedicated to guarding workers’ rights and defending employees all throughout California.
If you have been treated unfairly because of your pregnancy, childbirth, or a related medical condition, you have the right to fight back. As a leading law firm in California, we have the experience to hold employers accountable and secure the justice you deserve.
What is Pregnancy Discrimination in California?
Under the California Fair Employment and Housing Act (FEHA) and the federal Pregnancy Discrimination Act (PDA), it is illegal for an employer to treat an employee or applicant unfavorably because of pregnancy, childbirth, or related medical conditions (such as breastfeeding or recovery from loss).
In California, these protections are among the strongest in the nation. It is unlawful for an employer to:
Refuse to Hire
Denying a job to a qualified candidate because she is pregnant or plans to become pregnant.
Wrongful Termination
Firing an employee because they disclosed a pregnancy or requested maternity leave.
Demotion or Pay Cuts
Reducing a worker’s responsibilities or salary while they are pregnant or upon their return from leave.
Harassment
Allowing a hostile work environment involving derogatory comments or pressure to quit due to pregnancy.
Your Right to Reasonable Accommodations (Updated for 2026)
One of the most common violations involves an employer’s failure to provide "reasonable accommodations." Under both California law and the federal Pregnant Workers Fairness Act (PWFA), employers must engage in a "good faith interactive process" to support your health.
Common accommodations include:
Physical Adjustments
Providing a stool for a job that usually requires standing.
Policy Changes
Allowing more frequent restroom or water breaks.
Duty Modifications
Temporarily reassigning heavy lifting or hazardous tasks (Light Duty).
Schedule Flexibility
Adjusting hours for prenatal doctor appointments or morning sickness.
If your employer ignored your doctor's note or claimed that simple changes would be an "undue hardship" without proof, you should contact a pregnancy discrimination attorney immediately.
Navigating Pregnancy Disability Leave (PDL) and CFRA
California provides robust leave rights that often exceed federal standards. Navigating these overlapping laws can be confusing, which is why having an experienced pregnancy discrimination lawyer is essential.
Pregnancy Disability Leave (PDL)
If you are disabled by pregnancy or childbirth, you are entitled to up to four months (17.3 weeks) of unpaid, job-protected leave. This applies to all employers with 5 or more employees. Crucially, you do not need to have worked for the company for a year to qualify for PDL.
California Family Rights Act (CFRA)
Once your disability leave ends, you may be eligible for an additional 12 weeks of "baby-bonding" leave under CFRA. To qualify, you must have worked for your employer for at least 12 months and 1,250 hours.
Significant Change for 2025/2026
Under SB 951, California has significantly increased Paid Family Leave (PFL) and State Disability Insurance (SDI) benefits. Most workers can now receive 70–90% of their regular wages during leave, making it more affordable for families to take the time they need.
Proving Your Claim: How Pregnancy Discrimination Lawyers Build a Case
Employers rarely admit they are firing someone for being pregnant. Instead, they often manufacture "performance issues" or claim a "restructuring" occurred. We build your case by looking for:
Suspicious Timing
Being fired or demoted shortly after announcing your pregnancy.
Inconsistent Treatment
Non-pregnant employees with similar performance or medical needs are being treated better.
Negative Remarks
Documenting comments from management regarding the "inconvenience" of your upcoming leave.
Failure to Accommodate
Proof that the employer refused simple changes that would have allowed you to keep working.
Compensation and Damages
Victims of pregnancy discrimination in California can pursue significant compensation. A pregnancy discrimination attorney in California can help you recover:
Back Pay
Wages and benefits are lost from the time of the illegal act.
Front Pay
Compensation for future earnings if reinstatement is not possible.
Emotional Distress
Damages for the stress, anxiety, and humiliation caused by the employer.
Punitive Damages
Extra awards meant to punish employers who acted with "malice or oppression."
Attorney’s Fees
In successful FEHA cases, the employer is often required to pay your legal costs.
Contact a Pregnancy Discrimination Attorney in California Today
At Ezoory Labor Law, we believe that no worker should be forced to choose between their career and their child. We are dedicated to guarding workers’ rights and defending employees all throughout California.
If you suspect you are being pushed out of your job due to your pregnancy, call us today or contact us online for a free, confidential consultation. Our pregnancy discrimination lawyers are ready to fight for you.
