Many California employees are aware that the law protects them during maternity leave. However, retaliation often begins before leave ever starts. Pregnant employees may face subtle or overt mistreatment when they disclose their pregnancy, request accommodations, or plan for time away from work.
These actions are illegal under both federal and California law; however, proving retaliation requires careful documentation. Understanding what to track now can help protect your rights if your employer engages in unlawful conduct.
Recognizing Signs of Retaliation During Pregnancy
Retaliation can take many forms, and it does not always involve termination. Pregnant employees may notice that their workloads suddenly increase, schedules are changed without discussion, or they are excluded from projects or meetings.
Supervisors may make negative comments about their ability to perform, or discourage them from requesting time off for prenatal appointments. In more serious cases, retaliation may involve demotion, pay cuts, or unjustified disciplinary actions.
These changes are often explained as business decisions, but when they closely follow pregnancy disclosure, they may indicate retaliation. Recognizing these warning signs early is critical, as they can form the foundation of a legal claim later.
Why Documentation Is Essential
Employers rarely admit to pregnancy-related retaliation. They often create a paper trail that attempts to justify their actions as legitimate performance or business decisions. For this reason, documenting your own experiences is one of the most powerful tools at your disposal.
Maintaining accurate records ensures that you can show a clear timeline of events. Documentation can help demonstrate that adverse treatment began only after your employer learned of your pregnancy or your plans for maternity leave. This type of evidence can help your attorney show a direct link between your protected status and the retaliation you experienced.
What Pregnant Employees Should Document Immediately
If you suspect retaliation, begin recording details immediately.
The following items are essential:
- Dates and times of comments or actions directed at you.
- Names of supervisors, managers, or coworkers involved.
- Copies of emails, text messages, or memos reflecting changes in duties or treatment.
- Performance reviews before and after pregnancy disclosure.
- Notes from conversations about pregnancy, accommodations, or maternity leave.
Keeping these records in a secure location outside your workplace is recommended. If retaliation escalates, having complete and organized documentation can make the difference between a weak case and a strong one.
How a Los Angeles Employment Law Attorney Can Help
An experienced attorney can evaluate your documentation, identify patterns of retaliation, and take steps to hold your employer accountable. California law, including the Fair Employment and Housing Act (FEHA), provides strong protections for pregnant workers. Additionally, federal laws such as the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA) provide overlapping rights.
When retaliation occurs before maternity leave begins, it may affect not only your career but also your health and peace of mind during pregnancy. Legal guidance can help ensure your employer is held responsible and that you receive the accommodations, time off, and financial compensation you deserve.
Contact The Leichter Law Firm, APC, Today
If you believe your employer is retaliating against you because of your pregnancy or plans for maternity leave, do not wait until the retaliation worsens. Document everything now and contact the skilled Los Angeles employment law attorney at Leichter Law Firm, APC, Aryeh Leichter at the Leichter Law Firm, APC. Ari Leichter will review your case, explain your rights, and take decisive steps to protect your career and your family’s future.
Contact Aryeh Leichter, an employment law attorney in Los Angeles County, for a free and confidential consultation.