Pregnancy Discrimination at Work in California

Pregnancy is a life-changing experience, but for many women, it also becomes a time when their rights in the workplace are tested. Despite strong protections under California and federal law, pregnancy discrimination still occurs in hiring, promotions, assignments, and terminations. At HBK Lawyers, we advocate for employees who have faced unfair treatment due to pregnancy, childbirth, or related medical conditions. Understanding what pregnancy discrimination looks like is the first step toward protecting yourself and holding employers accountable.

Defining Pregnancy Discrimination

Pregnancy discrimination occurs when an employer treats an employee or job applicant unfavorably because of pregnancy, childbirth, or a related medical condition. This can take many forms, including refusal to hire, denying reasonable accommodations, reducing hours, or even firing an employee because of their pregnancy.

Both Title VII of the Civil Rights Act of 1964 (through the Pregnancy Discrimination Act amendment) and the California Fair Employment and Housing Act (FEHA) prohibit this type of discrimination. Employers with five or more employees in California are required to comply with these laws.

Examples of Pregnancy Discrimination at Work

Pregnancy discrimination does not always appear in obvious ways. Some of the most common examples include:

Hiring Bias: Refusing to hire a qualified applicant because she is visibly pregnant or may become pregnant.
Termination or Demotion: Firing or reassigning an employee after learning of her pregnancy.
Denial of Accommodations: Refusing reasonable requests such as more frequent restroom breaks, modified lifting duties, or a stool for standing positions.
Harassment: Allowing derogatory comments or jokes about an employee’s pregnancy.
Leave Issues: Denying legally required leave under California or federal law for pregnancy or childbirth.
Pay and Promotion Discrimination: Passing over pregnant employees for raises or advancement opportunities.

Even subtle actions, such as excluding a pregnant employee from key meetings or projects, may qualify as discrimination if they impact her career opportunities.

Legal Protections for Pregnant Employees in California

California provides some of the strongest protections for pregnant employees in the country. Key laws include:

California Fair Employment and Housing Act (FEHA)

FEHA prohibits discrimination, harassment, and retaliation based on pregnancy or related conditions. It requires employers to provide reasonable accommodations and prohibits termination for pregnancy-related reasons.

Pregnancy Disability Leave (PDL)

Under California law, employees are entitled to up to four months of job-protected leave if they are disabled due to pregnancy, childbirth, or related medical conditions. This leave can be taken all at once or intermittently.

California Family Rights Act (CFRA)

CFRA provides up to 12 weeks of job-protected leave to bond with a new child, separate from PDL. This means many new mothers may be entitled to both PDL and CFRA leave, extending their time off while keeping their job protected.

Federal Law Protections

The Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA) also provide federal protections. These laws prohibit discrimination and provide up to 12 weeks of leave for eligible employees.

Reasonable Accommodations for Pregnancy

Employers in California must provide reasonable accommodations for pregnancy-related conditions when requested by an employee with medical documentation. Examples of reasonable accommodations include:

Modified work schedules;
Temporary transfer to less strenuous duties;
Access to seating for employees required to stand;
Permission for more frequent breaks; and
Remote work options when feasible.

Employers are required to engage in an interactive process to determine how best to accommodate an employee’s needs. Refusal to engage in this process may be grounds for legal action.

Recognizing Pregnancy Discrimination

Pregnancy discrimination can be subtle, making it difficult for employees to recognize. Warning signs may include:

Sudden negative performance reviews after disclosing pregnancy;
Being told you are no longer a “good fit” for your position;
Changes to your work schedule that make it harder to manage pregnancy-related needs;
Exclusion from projects, training, or advancement opportunities; and
Retaliation after requesting accommodations or leave.

If you notice these red flags, it is essential to document everything. Keep copies of emails, performance reviews, doctor’s notes, and any written accommodation requests.

What to Do If You Experience Pregnancy Discrimination

If you believe you have been discriminated against because of your pregnancy, here are important steps to take:

Document the Incidents: Keep detailed notes of discriminatory actions, including dates, times, and witnesses.
Request Accommodations in Writing: Written requests create a paper trail that can support your case.
File an Internal Complaint: Use your company’s HR procedures to report discrimination. This shows you attempted to resolve the matter internally.
Seek Legal Help: If your employer refuses to take action or retaliates against you, contact an experienced pregnancy discrimination attorney in California.

Potential Remedies for Victims of Pregnancy Discrimination

Employees who prevail in pregnancy discrimination claims may be entitled to a variety of remedies, including:

Reinstatement to their former position;
Back pay for lost wages and benefits;
Compensatory damages for emotional distress;
Punitive damages in cases of intentional misconduct;
Policy changes requiring employers to implement training and new procedures; and
Attorney’s fees and costs paid by the employer.

These remedies are designed not only to compensate victims but also to deter employers from repeating unlawful practices.

How the California Employment Attorneys at HBK Lawyers Can Help

Pregnancy discrimination cases are often complicated, involving multiple overlapping state and federal laws. At HBK Lawyers, we guide you through every step of the process with a comprehensive approach to protecting your rights. We begin by carefully evaluating your case to determine whether your employer’s conduct violates California or federal law. From there, our attorneys work to collect the strongest evidence possible, including workplace communications, policies, and witness statements, to build a solid foundation for your claim.

When required, we assist clients in filing complaints with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC), ensuring that all deadlines and procedural requirements are met. Many cases can be resolved before trial, so we work diligently to negotiate fair settlements that provide compensation without the added stress of litigation. However, if your employer refuses to resolve the matter, we are prepared to litigate aggressively in court to secure justice on your behalf.

Our California employment lawyers understand the emotional and financial challenges that pregnancy discrimination can create, and we are deeply committed to fighting for fair outcomes for every client we represent.

Contact Our Employment Law Attorneys

Pregnancy should be a time of anticipation and joy—not stress over unfair treatment at work. Unfortunately, pregnancy discrimination remains a reality for many women in California. By understanding your rights and seeking legal guidance, you can protect your career, your family, and your future.

Contact the experience team of attorneys of Haig B. Kazandjian Lawyers APC today. We proudly serve clients across California. Visit us at our Glendale office at:

Haig B. Kazandjian Lawyers APC
801 N. Brand Blvd., Suite 1015,
Glendale, CA 91203
Phone: (818) 696 2306

What Is Pregnancy Discrimination at Work in CA?