The Los Angeles employment law attorney at the Leichter Law Firm, APC, Aryeh Leichter, works tirelessly to protect the rights of pregnant workers throughout California.

While federal pregnancy discrimination laws protect all new and expecting mothers throughout the U.S., California has state-specific protections that extend beyond the pregnancy, well into the mother’s return to work.

Here is what pregnant California workers need to know about their rights.

What is the Federal Pregnancy Discrimination Act?

The federal Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment, and applies to women in the workplace across the U.S.

Additional PDA protections include:

  • Pregnant employees should be permitted to work if they can perform their jobs.
  • Reasonable accommodations for pregnancy-related conditions, including modified tasks or alternative assignments, just as the employer would for a disabled employee.
  • Afforded leave due to a complication or condition that arises while pregnant, but not be required to remain on leave after it is resolved.
  • Job security for the same period the employer would provide for those on sick or disability leave.

If you believe you are being discriminated against because you are pregnant, contact the skilled employment law attorney in California at the Leichter Law Firm today to learn more about your legal rights and options to pursue a discrimination claim against your employer.

The California Fair Housing and Employment Act Provides Additional Protection for Pregnant Workers

The California Fair Housing and Employment Act (FEHA), like the federal PDA, states California employers may never discriminate, harassment, or retaliate against an employee based on pregnancy.

FEHA states that even if a California employer does not offer the same accommodation to other disabled employees, it must provide pregnant women with medical restrictions with reasonable accommodations.

Further protection is provided under the Pregnancy Disability Leave Law (PDLL).

PDLL requires an employer:

  • To transfer an employee with pregnancy, childbirth, or other related conditions to a different job, under certain circumstances.
  • To provide pregnant employees with up to four months of leave for a disability due to the employee’s pregnancy, childbirth, or other related medical conditions.

Further, the California Labor Code requires employers to provide a reasonable amount of break time and use of a room or other location near the employee’s work area to express breast milk in private upon the mother’s return to work.

Contact the Leichter Law Firm, APC Pregnancy Discrimination Attorney in Los Angeles, California

If your rights as a pregnant employee or new mother are being violated in the workplace, the Leichter Law Firm can help you understand the legal standards that apply to your circumstances, so you can seek a remedy that fits your unique needs.

Contact Aryeh Leichter, the Leichter Law Firm, APC founder, and employment law attorney in Los Angeles County to schedule a free consultation by calling 818-915-6624 or contacting the firm online.

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