Los Angeles Pregnancy Discrimination Lawyers

Los Angeles employees are protected against pregnancy workplace discrimination under both state and federal laws, which ensure pregnant employees, or those affected by pregnancy-related conditions, are treated fairly and without prejudice in the workplace.

These laws cover various aspects of employment, including hiring, firing, promotions, job assignments, and benefits.

If you have experienced unfair treatment due to pregnancy or a related condition, speak with a Los Angeles pregnancy discrimination lawyer at Matern Law Group. Call 310-987-4226 or fill out our contact form today for trusted legal guidance.

 Here is an overview of the key protections:

Federal Laws

• Pregnancy Discrimination Act (PDA): An amendment to Title VII of the Civil Rights Act of 1964, the PDA prohibits discrimination based on pregnancy, childbirth, or related medical conditions. It mandates that pregnant Los Angeles employees be treated the same as other temporarily disabled employees who are similar in their ability or inability to work.

  The federal Pregnant Workers Fairness Act requires employers to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions, and California’s FEHA provides additional, often stronger, protections for employees who work in the state.

• Americans with Disabilities Act (ADA): While pregnancy itself is not a disability, certain pregnancy-related conditions may qualify as disabilities under the ADA. Los Angeles employers may need to provide reasonable accommodations for employees affected by such conditions, as long as the accommodations do not cause undue hardship on the operation of the employer’s business.

  Covered employers are required to evaluate qualifying pregnancy-related disabilities on an individual basis and engage in the reasonable accommodation process when appropriate. Depending on the circumstances, an accommodation could include modified duties, schedule changes, additional breaks, leave, or workplace modifications that allow the employee to perform the essential functions of the job.

• Pregnant Workers Fairness Act (PWFA): The federal Pregnant Workers Fairness Act provides additional workplace protections for employees and applicants with known limitations related to pregnancy, childbirth, or related medical conditions. Unlike the ADA, an employee does not need to have a condition that qualifies as a disability to receive protection under the PWFA. The law generally applies to employers with 15 or more employees, including covered employers in Los Angeles.

  Covered Los Angeles employers must provide reasonable accommodations for known pregnancy-related limitations unless doing so would cause an undue hardship. Depending on the employee’s needs, accommodations may include additional breaks, changes to work schedules, permission to sit or stand, temporary modifications of certain job duties, time off for medical appointments, telework when appropriate, or leave. Employers generally must engage in an interactive process to identify an effective accommodation and cannot automatically require an employee to take leave when another reasonable accommodation would allow the employee to continue working.

California State Laws

• Fair Employment and Housing Act (FEHA): California’s FEHA prohibits discrimination based on pregnancy, childbirth, breastfeeding, and related medical conditions and provides protections that may be broader than those available under federal law. Eligible employees who are disabled by pregnancy, childbirth, or a related medical condition may be entitled to up to four months of Pregnancy Disability Leave (PDL).

  Los Angeles employers covered by FEHA must provide reasonable accommodations for pregnancy-related conditions when required by law and, when medically advisable, may be required to transfer an employee to a less strenuous or hazardous position or duties. Employers generally must also reinstate an employee returning from Pregnancy Disability Leave to the same position, subject to limited exceptions.

• California Pregnancy Disability Leave Law (PDLL): Under California’s Pregnancy Disability Leave protections, employers with five or more employees generally must allow an employee who is disabled by pregnancy, childbirth, or a related medical condition to take up to four months of job-protected leave per pregnancy.

  Covered Los Angeles employers must provide Pregnancy Disability Leave when an employee is medically unable to perform essential job functions or cannot perform them without undue risk to herself or the successful completion of her pregnancy. Employers must also maintain and pay for group health coverage during qualifying Pregnancy Disability Leave on the same terms that coverage would have continued if the employee had remained at work, subject to applicable requirements.

• California Family Rights Act (CFRA): In addition to Pregnancy Disability Leave, eligible Los Angeles employees may qualify for up to 12 weeks of unpaid, job-protected CFRA leave to bond with a new child following birth, adoption, or foster-care placement. Because pregnancy disability itself is generally handled through Pregnancy Disability Leave rather than CFRA, eligible employees may be able to take CFRA bonding leave after pregnancy-related disability leave ends.

  Covered Los Angeles employers generally must provide eligible employees with qualifying CFRA leave, continue group health benefits during the protected leave under applicable conditions, and restore the employee to the same or a comparable position upon return. Employers also may not retaliate against an employee for requesting or taking legally protected CFRA leave.

Protections and Prohibitions

• Harassment: Harassing a Los Angeles employee due to pregnancy, childbirth, or a related medical condition is prohibited.
• Retaliation: It is illegal to retaliate against a Los Angeles employee for filing a discrimination complaint, participating in a discrimination investigation or lawsuit, or opposing discrimination.
• Health Insurance: Health insurance provided by a Los Angeles employer must cover pregnancy-related expenses on the same basis as costs for other medical conditions.

Los Angeles provides strong protections for pregnant employees, ensuring they have the right to take necessary leave and receive accommodations without fear of discrimination or retaliation. These rights are some of the most comprehensive in the United States, reflecting California’s commitment to protecting workers and promoting equality in the workplace.

Your Rights During Pregnancy in the Workplace

California and federal laws prohibit employers from discriminating against you because of pregnancy, childbirth, or related conditions. Our team of Los Angeles pregnancy discrimination lawyers at Matern Law Group ensures you receive fair treatment, whether you have experienced denial of accommodations, wrongful demotion, or harassment. Call our Los Angeles Law Firm or fill out our form for a free case evaluation today.

California’s Pregnancy Disability Leave (PDL) provides up to four months of job-protected leave for conditions related to pregnancy, childbirth, or recovery, separate from and in addition to bonding leave available under the California Family Rights Act (CFRA) and federal FMLA. Employees who are denied this leave, demoted upon return, or replaced while on leave may be entitled to pursue a claim.

How Matern Law Group Advocates for Pregnant Employees

At Matern Law Group, we believe no one should suffer for being pregnant. As your trusted pregnancy discrimination lawyer, we will investigate your situation, document violations, and fight to restore your rights. Reach out now to speak with a caring advocate who understands your rights and your needs.

Taking the Next Step: Legal Help You Can Trust

Facing unfair treatment at work because of pregnancy? A dedicated lawyer for pregnancy discrimination from Matern Law Group will guide you through every legal option, from filing complaints to pursuing justice in court. Because legal deadlines apply, reaching out early can protect your right to file. Contact our employment lawyers to get the advice and assistance you deserve.