California Pregnancy Discrimination Attorney

Protecting the Rights of Pregnant Employees Across California

Have you faced discrimination at work because of your pregnancy? Under the California Fair Employment and Housing Act (FEHA), employers cannot discriminate against an employee for becoming pregnant.

This means employers cannot:

• Harass you;
• Demote you; or
• Terminate your employment because of your pregnancy status.

Additionally, the California Pregnancy Disability Leave Law requires employers to provide up to four months of leave for pregnant employees.

If you feel mistreated because of your pregnancy, contact our pregnancy discrimination attorney, Bill Marder. He is an experienced employment law attorney who represents workers facing discrimination in the workplace throughout California. He provides the legal guidance and representation you need to protect your rights.

Pregnant employees in California receive protections not found in every state. The state monitors compliance closely through agencies such as the California Civil Rights Department, which investigates pregnancy discrimination claims. Many employers must also follow additional city and county regulations, giving employees more layers of protection beyond what federal law requires. This commitment to workplace fairness appears in frequent enforcement actions, as more employees report mistreatment related to pregnancy. Navigating multiple laws requires a pregnancy discrimination lawyer in California who knows how to address the unique situations employees face in diverse California sectors, from healthcare to technology.

How to Initiate a Pregnancy Discrimination Complaint in California

If you suspect pregnancy discrimination at your workplace, document each incident by recording dates, conversations, and decisions, as well as saving all written communication. This record-keeping helps provide evidence for state agencies. In California, employees may file a complaint with the California Civil Rights Department (CRD), formerly the Department of Fair Employment and Housing (DFEH). This agency investigates violations of FEHA and can guide you through possible remedies.

Before you file a formal complaint, consider using any internal grievance or human resources process, as some employers require reporting through these channels. If your employer fails to address your concerns or retaliates, you can escalate your complaint to the CRD. Timelines matter—California law strictly limits how long you have to file discrimination claims, and missing these deadlines may affect your options for legal relief.

Through this process, a pregnancy discrimination attorney in California can clarify complex issues, assist in organizing evidence, and help you meet critical timelines. Attorney Bill Marder’s years of experience enable him to advise on effective next steps and how to respond if your employer retaliates or denies your claim. Involving legal support early helps secure your rights and prepares you for the unique steps required by California’s employment regulations.

Key Benefits & Protections Under California Law

California law grants pregnant workers some of the broadest protections available. Under the Pregnancy Disability Leave Law (PDLL), employees at companies with five or more workers may receive up to four months of protected leave—even if they recently joined the company or work part time. These protections expand beyond federal requirements and directly help employees maintain job security while focusing on their health.

In addition to leave, California’s Fair Employment and Housing Act requires employers to provide reasonable accommodations for pregnancy-related medical needs. Accommodations include modified job duties, flexible schedules, extra breaks, or temporary transfers to less strenuous roles. Employers must engage in an interactive process to determine reasonable accommodations.

The California Family Rights Act (CFRA) grants eligible employees additional leave to bond with a new child. Together, these laws help ensure that employees can care for themselves and their families without sacrificing their jobs. Employers who ignore these rights risk significant penalties, including damages or forced changes to workplace rules. Because employment laws evolve, both employees and employers need to remain aware of California’s standards. Polaris Law Group stays updated and advocates for broad employee protections across the state.

What to Do If You Face Retaliation or Unlawful Firing

Many employees worry about retaliation after reporting pregnancy discrimination or asking for accommodations, but California law firmly prohibits adverse actions against anyone who defends their rights. Retaliation may include demotion, fewer work hours, negative evaluations, or termination soon after a pregnancy-related request or complaint.

If your employer takes these steps, document all changes and their timing, especially if actions began after you asserted your rights. Seek help right away from an employment law resource to ensure you take the right next steps. In California, employees who experience workplace retaliation may qualify for reinstatement, back pay, or additional compensation. You can address retaliation through the CRD complaint process or by bringing claims in civil court.

Attorney Bill Marder and Polaris Law Group’s focus on prompt legal guidance means clients quickly understand their rights and the practical options for moving forward. Local courtroom experience, timely filings, and deep knowledge of California labor laws all help protect clients’ careers and hold employers responsible for illegal acts.

Understanding Your Rights as a Pregnant Employee

As a pregnant employee, you should know your rights and protections under California and federal law. Pregnancy discrimination is illegal, and employers cannot treat pregnant employees unfairly or unfavorably due to pregnancy.

At Polaris Law Group, we remain dedicated to protecting the rights of pregnant employees across California.

Consider these key points about your rights as a pregnant employee:

• Equal treatment: Employers cannot treat you differently or unfavorably because you are pregnant. This includes hiring, firing, promotions, job assignments, and other workplace decisions.
• Accommodations: If you have a pregnancy-related medical condition, your employer may need to provide reasonable accommodations to ensure your safety and well-being. Common accommodations include modifying work duties, providing extra breaks, or adjusting your work environment.
• Leave: Under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), eligible employees may take unpaid leave for pregnancy-related medical conditions, childbirth, and bonding with a new child. Employers must share required information and comply with these laws.
• Protection against retaliation: It is illegal for your employer to retaliate against you for asserting your rights or filing a complaint about pregnancy discrimination. If you experience retaliation, seek legal advice promptly to protect your rights.

Polaris Law Group understands the complexities of pregnancy discrimination cases and is ready to help you navigate these claims. Contact us today to schedule a consultation and learn more about how we can protect your rights as a pregnant employee.

California upholds stricter standards than federal law regarding workplace protections for pregnant employees. For example, California’s Fair Employment and Housing Act applies to employers with as few as five workers, so individuals in small companies qualify for protection. In addition, California’s Pregnancy Disability Leave law provides up to four months of leave for pregnancy-related health issues, in addition to FMLA or CFRA entitlements. If you believe your employer refuses these rights, you may file a complaint with the California Civil Rights Department, which enforces the law statewide. These overlapping protections create a robust safety net, giving pregnant workers in all sectors—from retail to corporate offices—important rights and peace of mind at work.

Recognizing Pregnancy Discrimination in the Workplace

Pregnancy discrimination is a form of sex discrimination and also affects employees with temporary disabilities. Employers must make reasonable accommodations for pregnant employees when needed.

If you work in a position that causes physical stress, you can request to move to a different job or ask for adjustments to meet pregnancy-related medical needs.

Pregnancy discrimination may include an employer’s failure to accommodate pregnancy or recovery after childbirth. Some employers may deny employment to applicants because they are pregnant, or they might not let an employee return to work after taking protected leave for childbirth.

Seemingly neutral workplace rules can still be discriminatory if they impact pregnant employees differently. For example, strict attendance policies or refusal to permit remote work for pregnant workers may create unequal workplace barriers. California oversight agencies monitor these practices and may investigate if surface-level neutral policies actually harm pregnant employees. This process helps ensure employers who disguise bias using broad policies remain accountable under California law.

Identifying Signs of Pregnancy Discrimination

The following situations can indicate pregnancy discrimination:

• You were not hired because you are pregnant
• You were denied a promotion because you are pregnant
• You were denied benefits because you are pregnant
• You were fired because you are pregnant

California employees should watch for subtle signs as well, such as sudden negative performance reviews after disclosing a pregnancy, unexplained cuts in hours, or job reassignment without cause. Sometimes managers raise concerns about “commitment” or reliability after a pregnancy announcement—comments that may contribute to a discrimination claim. Keeping a record of workplace changes and comments related to pregnancy supports your case if you decide to take legal action. A documented timeline provides crucial evidence for California agencies and, if necessary, the courts.

Building a Strong Pregnancy Discrimination Case

To succeed in a pregnancy discrimination case, you need to show that you were treated less favorably than other comparable employees and that your pregnancy directly influenced the mistreatment.

You can prove pregnancy discrimination occurred through:

• Direct evidence of discrimination
• Circumstantial evidence of discrimination, such as showing your employer deviated from usual practices or policies

You build a stronger discrimination claim by keeping copies of emails, memos, or warnings that mention pregnancy or medical accommodations. Record all conversations with managers about your pregnancy or leave requests, noting dates and staff involved. In California, reporting an incident quickly—either to the Civil Rights Department or a qualified employment attorney—helps protect your rights. Statements from coworkers who witnessed biased remarks or negative actions also support your claim’s credibility and strengthen your case in the agency process or in court.

Compensation for Pregnancy Discrimination Victims

If you prove your employer unlawfully discriminated against you due to pregnancy, you may be entitled to recover damages such as:

• Emotional distress
• Attorney fees
• Lost wages
• Punitive damages

Judges in California can award both economic and non-economic damages, depending on the harm and financial losses suffered. Compensation may include lost wages, amounts for career setbacks, and in some cases, reinstatement to your former job. Courts can order punitive damages when employers act intentionally or recklessly, making an example to discourage others from violating the law. California law sometimes provides broader remedies than federal law, offering additional support for employees who prove discrimination related to pregnancy or related medical needs.

Legal Support for Pregnancy Discrimination Claims in California

At Polaris Law Group, our pregnancy discrimination lawyer seeks justice for victims of employment law violations. He manages cases at both state and federal levels and often takes on cases that other attorneys decline.

California employers respond in different ways to discrimination claims, ranging from prompt resolutions to retaliation or denial. Because every case involves unique facts and legal questions, you need legal counsel who understands how California courts interpret evolving employment laws. Attorney Bill Marder draws on 25 years of experience to guide clients through deadlines and advocacy unique to California venues. His local knowledge means clients benefit from insights into how courts and agencies apply labor laws to protect your interests and rights in the workplace.

To benefit from 25+ years of legal experience, call Polaris Law Group. Speak with our pregnancy discrimination attorney during a free consultation. Call (888) 796-4010.

Frequently Asked Questions

What steps should I take immediately if I suspect pregnancy discrimination?

Document every incident, keep copies of emails or workplace communication, and report your concerns to your employer’s HR department or supervisor as soon as you can. Consult a pregnancy discrimination lawyer in California to help protect your rights and file an official complaint with the CRD if necessary.

Does California law protect my job while I am on pregnancy-related leave?

Yes. Employers must hold your job during leave protected by the Pregnancy Disability Leave Law (PDLL) and the California Family Rights Act (CFRA) if you qualify. When you return, your position or a comparable one should be available.

Can my employer ask for medical proof of my pregnancy or condition?

Employers can ask for reasonable medical documentation if you seek pregnancy-related accommodation or leave. They cannot require unnecessary or overly detailed information, and your employer must keep all medical records confidential and use the information only to support your request.

Informative Resources on Pregnancy Discrimination

• Filing a Pregnancy Discrimination Lawsuit: What You Need to Know
• Do I Get More Time Off Work in California If I Have a C-section?
• Know Your Rights: California Pregnancy Employment Laws
• What Are My Rights as a Pregnant Employee?