Pregnancy should be a time of excitement and preparation, not fear or uncertainty in the workplace. Unfortunately, some California employees experience retaliation after notifying their employer that they are pregnant. From sudden schedule changes to demotion, exclusion, or even termination, these actions are not only wrong—they may be illegal under California employment law.
Aryeh Leichter, an experienced employment law attorney based in Los Angeles, represents employees who face retaliation after announcing their pregnancy. He works to hold employers accountable and protect workers’ rights during one of the most vulnerable times in their lives.
What Counts as Pregnancy Retaliation in the Workplace?
Retaliation occurs when an employer punishes an employee for engaging in a protected activity. Under California or federal law, announcing a pregnancy, requesting accommodations, or preparing to take protected leave are protected acts.
Retaliation may take many forms, including:
- Sudden reduction in hours or responsibilities.
- Negative performance reviews after a strong track record.
- Exclusion from meetings, projects, or promotions.
- Unexplained disciplinary actions.
- Termination shortly after disclosing a pregnancy.
Pregnancy-based retaliation often disguises itself as “business decisions” or “restructuring,” but timing and treatment can reveal a pattern of discrimination. Aryeh Leichter helps employees identify whether adverse treatment qualifies as retaliation under California law.
What Laws Protect Pregnant Workers in California?
California has some of the country’s strongest legal protections for pregnant employees.
Several key laws safeguard workers who are pregnant or planning to take parental leave:
- California Fair Employment and Housing Act (FEHA): Prohibits discrimination or retaliation based on pregnancy, childbirth, or related conditions.
- Pregnancy Disability Leave (PDL): Provides up to four months of protected leave for pregnancy-related medical conditions.
- California Family Rights Act (CFRA): This law offers up to 12 weeks of leave to bond with a new child.
- Federal Family and Medical Leave Act (FMLA): This law also offers up to 12 weeks of leave under certain conditions.
Employees who face retaliation after invoking rights under these laws may be entitled to reinstatement, back pay, and other damages. Attorney Aryeh Leichter helps clients pursue these remedies when their employers violate the law.
What Should You Do if You Experience Retaliation After Announcing Your Pregnancy?
If you suspect you’ve been targeted after disclosing your pregnancy, taking action quickly can make a difference. Documentation and early legal support are key to building a strong claim.
Steps to consider:
- Keep a written record of all pregnancy-related conversations and any adverse changes in your work environment.
- Save emails, performance reviews, schedules, and other relevant documents.
- Avoid quitting without first speaking with an employment attorney.
- Contact Aryeh Leichter for a legal consultation to explore your options.
You do not have to tolerate mistreatment when starting a family. California law is on your side, and the proper legal representation can help enforce it.
Talk to a Los Angeles Pregnancy Retaliation Lawyer Today
Retaliation after announcing a pregnancy is not just unfair—it’s unlawful. If your employer has made your job harder, less stable, or more hostile since learning about your pregnancy, you may have grounds for a legal claim.
Contact Aryeh Leichter at Leichter Law Firm, APC, to schedule a confidential consultation. As a dedicated employment law attorney in Los Angeles, he will evaluate your case and help you understand your rights and legal options. Don’t wait—get the support you need to protect your career, family, and future.