Pregnancy Discrimination at Work? Know Your Rights in California
Fired, demoted, or harassed for being pregnant? That’s illegal. Learn your rights and how EFLL fights back. Free case review. No win, no fee.
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Pregnant or Just Gave Birth? Your Employer Can’t Punish You for That.
California and federal law protect your right to work while pregnant, take leave, and return to your job afterward — without discrimination, harassment, or retaliation. But far too many employers:
Fire women after they announce their pregnancy
Push them out for requesting light duty or time off
Deny promotions or assignments because of "maternity concerns"
Refuse to accommodate pregnancy-related conditions
At Employees First Labor Law, we help women hold employers accountable when they violate your rights during pregnancy, maternity leave, or postpartum recovery. If you were treated unfairly, we can help you fight back.
What Laws Protect Pregnant Employees?
You are protected under multiple state and federal laws, including:
- California Fair Employment and Housing Act (FEHA)
- Pregnancy Disability Leave Law (PDL)
- California Family Rights Act (CFRA)
- Federal Family and Medical Leave Act (FMLA)
- Title VII of the Civil Rights Act of 1964
These laws make it illegal to discriminate against or harass someone because they are pregnant, recently gave birth, or experienced a pregnancy-related condition.
Common Examples of Pregnancy Discrimination
EFLL frequently helps clients who experienced:
❌ Termination shortly after announcing pregnancy
❌ Pressure to quit or take early leave
❌ Demotion or reassignment after requesting accommodations
❌ Negative performance reviews tied to pregnancy
❌ Failure to reinstate after maternity leave
❌ Refusal to allow reasonable time for lactation or medical visits
If any of this sounds familiar — it may be more than unfair. It may be illegal.
What Laws Protect Pregnant Employees?
Under California law, your employer must provide reasonable accommodations for pregnancy, childbirth, and related conditions. That includes:
- Modified duties or schedules
- Additional rest or bathroom breaks
- Pregnancy Disability Leave (up to 4 months)
- Job-protected bonding leave under CFRA (up to 12 weeks)
- Lactation breaks and private space (not a bathroom)
You do not need to use sick time or PTO to take protected leave — and your employer must return you to your job when you come back.
What Can You Recover in a Pregnancy Discrimination Case?
You may be entitled to:
How EFLL Fights Pregnancy Discrimination
You deserve to work and raise a family without fear of losing your job. We make sure the law works for you, not just your employer. We know how to:
Expose pretext behind firings and demotions
Prove retaliation masked as “performance” issues
Subpoena internal emails and HR records
Build emotional distress claims with medical evidence
Build a narrative that moves a single decision-maker
How to Take Family Leave in California
Parents Who Give Birth
A typical leave for a vaginal birth in California includes a total of 22 weeks off, with up to four weeks before the due date and 18 weeks afterwards, with 17 of those weeks paid at 60-70%. A typical leave for a cesarean birth is a total of 22 weeks off, with up to four weeks before the due date and 18 weeks afterwards, with 19 of those weeks paid at 60-70%.
You Deserve to Be Treated With Dignity — Not Punished for Being Pregnant
Whether you were fired, sidelined, or denied leave, we can help you restore what was taken from you — and send a message that this treatment is unacceptable.
READ OUR BLOG
Can You Be Fired for Being Pregnant? Understanding Your Workplace Rights
Despite clear protections under state and federal law, pregnancy discrimination still occurs in workplaces across California. This post explores how to recognize unlawful treatment — from demotion or firing after disclosing pregnancy to denial of reasonable accommodations — and what legal options are available if you face such discrimination.
What Reasonable Accommodations Are Pregnant Employees Entitled To?
Pregnant workers are legally entitled to reasonable accommodations, including lighter duties, more frequent breaks, or modified schedules. This article explains the California Fair Employment and Housing Act (FEHA) and how employers are obligated to engage in a good faith interactive process when accommodations are needed.
How to File a Pregnancy Discrimination Complaint in California
If you’ve faced unfair treatment due to pregnancy, you have the right to take action. This blog outlines the steps to file a complaint with the California Civil Rights Department (CRD), what evidence to collect, and when it’s time to speak to an employment attorney to ensure your rights are protected.
Pregnancy Discrimination Rights Checklist (California)
Know your rights. Protect your job. Get legal help if they’re violated.
Your employer cannot fire, demote, cut your hours, or change your duties just because you’re pregnant.
California law provides up to 4 months of job-protected leave for pregnancy, childbirth, or related medical conditions.
After giving birth, you’re entitled to an additional 12 weeks of bonding leave under the California Family Rights Act (CFRA) — even if you already took PDL.
This includes: ● Light duty or modified work ● More frequent breaks ● A stool or seated work ● Schedule adjustments ● Temporary reassignment
You cannot be penalized for attending prenatal visits, ultrasounds, or pregnancy-related medical care.
You must be returned to your same job or a comparable one after your leave ends.
California law requires reasonable lactation breaks and a clean, private space (not a bathroom) to express milk.
Comments like “This isn’t a good time to be pregnant” or “Are you coming back?” are red flags. So is pressure to resign, reduce hours, or delay leave.
You can take PDL and CFRA leave before using PTO — and you can’t be forced to exhaust it first unless you choose to.
If your employer punishes you for being pregnant, denies your leave, or fails to accommodate you — you may be entitled to compensation.
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Contact EFLL for Help Today
Fired, demoted, or harassed for being pregnant? That’s illegal. Learn your rights and how EFLL fights back. Free case review. No win, no fee.