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Pregnancy Discrimination

Pregnancy Discrimination

Pregnancy Discrimination in the Workplace

Protecting Expectant and New Mothers Under California Law

Too many women still face pregnancy discrimination at work—even though both federal and California laws make it illegal. If you’ve been treated unfairly due to pregnancy, childbirth, or a related medical condition, our experienced California pregnancy discrimination lawyers can help you assert your rights and pursue fair compensation.

What the Law Says

Under California’s Fair Employment and Housing Act (FEHA), it’s illegal for an employer to:

 

  • Fire, demote, or refuse to hire you because you’re pregnant—or because you might become pregnant.

  • Deny you a job you’re qualified for due to your intention to get pregnant or your childbearing age.

  • Retaliate against you for requesting or taking pregnancy-related leave.

  • Treat you differently than other temporarily disabled employees.

  • Discriminate based on breastfeeding, a pregnancy-related condition.

Even if an employer believes they are acting in your best interest, adverse actions due to pregnancy are still unlawful. You’re also protected after childbirth and during your return to work.

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The circumstances of every case are different, but these are some of the recent settlements we won for our clients:

Employment Wins

Employment Case Results

$200,000 .

Pregnancy discrimination

Common Examples of Pregnancy Discrimination

  • Refusing to hire someone because they’re pregnant

  • Demoting or firing after a pregnancy announcement

  • Forcing an employee to take leave, even when she can work

  • Denying reasonable accommodations for medical restrictions

  • Not reinstating a new mother after maternity leave

  • Withholding health or job benefits due to marital status

How We Help

At Remedy Law Group, we guide you through every step:

  • We investigate your claim and gather strong supporting evidence

  • We help you file your complaint with the appropriate agencies

  • We represent you in negotiations, court, or arbitration with compassion and resolve

Disclaimer: These results don’t guarantee similar outcomes, but they reflect our deep experience and track record of success.

Protect Your Rights as a Working Mother

Contact us for a free consultation

We Don’t Get Paid Until You Get Paid.

Based in Los Angeles, we represent clients throughout California, including Los Angeles, Orange, San Bernardino, Riverside, San Diego, San Francisco, Santa Barbara, and Ventura counties. We focus exclusively on Employment Law. Specializing in employment law allows us to fight even harder for our clients.

To schedule your free consultation, call us at (866) 653-1604 or send us an email at info@remedylawgroup.com. We want to help you!
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Frequently Asked Questions

Pregnancy discrimination occurs when an employer treats an employee or job applicant unfairly because of pregnancy, childbirth, or a related medical condition.

California provides strong protections through laws such as FEHA, the California Family Rights Act (CFRA), and Pregnancy Disability Leave (PDL). These laws protect employees from discrimination, harassment, retaliation, and the failure to provide reasonable accommodations.

Pregnancy discrimination may include termination, demotion, reduced hours, denial of promotions, harassment, or refusal to provide reasonable accommodations because of pregnancy or a related medical condition.

Yes. Employers are generally required to provide reasonable accommodations such as modified duties, schedule changes, additional breaks, medical leave, or temporary job modifications when needed.

No. It is unlawful for employers to terminate, demote, or otherwise penalize an employee because of pregnancy.

Document incidents, save workplace communications, keep records of changes in treatment after disclosing your pregnancy, and consult an employment attorney to understand your options.

Yes. Employers cannot retaliate against employees for requesting accommodations, taking protected leave, or reporting pregnancy discrimination

Evidence may include emails, performance reviews, HR complaints, witness statements, medical documentation, and records showing adverse actions that occurred after pregnancy disclosure.

Employees may recover lost wages, emotional distress damages, reinstatement, back pay, and other remedies available under California law.

Helpful evidence may include emails, text messages, performance reviews, witness statements, medical documentation, records of accommodation requests, and notes documenting workplace incidents and conversations.

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