Pregnancy is supposed to be an exciting (and sometimes stressful) life event, not a reason to lose your job, be passed over for promotion, or be treated differently at work. California law offers strong protections for pregnant employees, people recovering from childbirth, and new parents. This guide explains your rights, how to spot violations, how to protect yourself, and what to do if you think you’ve been discriminated against. What is Pregnancy Discrimination? Pregnancy discrimination occurs when an employer treats an applicant or employee unfavorably because of pregnancy, childbirth, or a related medical condition. Examples include: refusing reasonable accommodations for pregnancy-related medical needs, denying leave required by law, firing or disciplining because of pregnancy, refusing to allow leave for prenatal appointments, or penalizing someone for breastfeeding at work. California treats pregnancy discrimination as unlawful employment discrimination. The Main California Laws that Protect You (A Short List) FEHA (Fair Employment and Housing Act) : prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions and requires reasonable accommodation when needed. FEHA covers many workplace practices (hiring, firing, pay, terms and conditions). Pregnancy Disability Leave (PDL) : provides up to four months of job-protected leave for employees actually disabled by pregnancy, childbirth, or related medical conditions (and may be taken intermittently). Regulations spell out the leave and reinstatement protections. California Family Rights Act (CFRA) : separate from PDL, CFRA generally provides job-protected leave for bonding with a new child (birth, adoption, foster placement) for eligible employees; timing and employer-size rules apply. Lactation accommodation laws (Labor Code §§1030–1034) L require employers to provide reasonable break time and a private, non-bathroom space near the workspace for expressing breast milk, as well as certain amenities (chair, surface, proximity to sink/refrigeration where feasible). There are civil penalties for violations. Who is Covered? (Employer & Employee Thresholds) FEHA protections and many pregnancy-related protections apply to employers with five or more employees for certain rights (but some protections or obligations can apply more broadly). The PDL protections - particularly the four-month leave for pregnancy disability - are broadly recognized under California law and regulations. Always check the specific law for thresholds that may apply to your situation. Common Examples of Unlawful Conduct Refusing reasonable accommodation (e.g., light-duty, leave, schedule changes, temporary transfer) for pregnancy-related limitations. Firing or laying off someone because she’s pregnant or just returned from pregnancy leave. Denying or interfering with Pregnancy Disability Leave or bonding leave. Not providing lactation breaks/space required by law. Retaliating against an employee for requesting accommodations or reporting discrimination. (Retaliation claims are separately actionable.) What Reasonable Accommodations Might Look Like Modified or light duty, restricted lifting, temporary reassignment, or modified schedule for prenatal appointments. Leave as a reasonable accommodation (PDL up to 4 months if disabled by pregnancy; additional time may be required as a reasonable accommodation in some cases). How to Spot a Violation & Red Flags Your manager treats you differently after telling them you’re pregnant (schedule changes, removal of duties, disciplinary write-ups). Request for a reasonable accommodation is ignored or denied without discussion. You’re told you must resign or “we’ll let you go” instead of being accommodated. Employer denies legally required lactation breaks or a private area to pump. You experience negative performance reviews or demotion timed immediately after notifying HR of your pregnancy. If you see one or more of these, document everything (see §8 below). How to Protect Yourself - Immediate Practical Steps Document contemporaneously. Save emails, texts, schedules, performance reviews, medical notes, and keep a dated record of conversations (who said what, when). Good documentation is often decisive. Put requests in writing. When you request leave or accommodation, email HR or your manager so there’s a record. Ask for confirmation. Follow your employer’s internal procedures. Report the issue to HR in writing and keep copies. If HR is the problem, escalate to the next manager and document that you tried to resolve it internally. Preserve medical documentation. Keep any notes, records, or provider recommendations related to your pregnancy and restrictions. Don’t sign away rights without advice. If your employer proposes a separation agreement or release, consider getting legal review before signing. How to Report: Internal vs. Government Agency vs. Lawsuit Internal reporting (HR or a supervisor) is often the first step and can produce a quick fix; always document it in writing. File with California Civil Rights Department (CRD) : formerly DFEH. You can file an intake/complaint through the CRD online portal (the California Civil Rights System, CCRS). CRD investigates and may mediate or prosecute claims. Employment intake with CRD generally must be submitted within three years of the last harm for employment claims (check current CRD guidance). File with the EEOC : federal route; deadlines differ (often 180 days , extended to 300 days in states with an agency that enforces similar laws). Filing with an agency is usually required before filing a lawsuit under federal laws; state processes vary. Private lawsuit : in many employment cases you must first obtain a Right-to-Sue letter from CRD (if you filed there) before filing a civil lawsuit in court. Time limits vary depending on the law you enforce (FEHA, CFRA, PDL, federal statutes). Acting promptly is important. Remedies You May be Entitled To If discrimination, retaliation, or unlawful denial of leave/accommodation is proven, available remedies can include: reinstatement, back pay, front pay, compensatory and sometimes punitive damages, attorney’s fees, and orders requiring employer policy changes or training. The CRD/EEOC may pursue remedies through administrative enforcement or by issuing a right-to-sue. What to Expect if you File with CRD (formerly DFEH) CRD evaluates the complaint and decides whether to accept it for investigation. If accepted, CRD investigates, may attempt to resolve the matter, and can take enforcement action. If CRD closes the case and you want to sue, you’ll typically receive a Right-to-Sue notice. The CRD website has step-by-step filing instructions and the online CCRS portal. When to Get a Lawyer and How an Employment Lawyer Helps Consider consulting an employment lawyer if: Your employer threatened termination, actually fired you, or demoted you because of pregnancy; Your accommodation requests were denied without meaningful discussion; You experienced retaliation after complaining; or You were denied legally required leave or lactation accommodations. An attorney will evaluate the strength of your claim, preserve evidence, advise on agency filing vs. lawsuit, handle communications with your employer, and - if needed - file a complaint or lawsuit. Many employment lawyers (including Chami Law) offer an initial, no-obligation consultation to review your options. Quick Checklist - What to Do Now Save all relevant emails, texts, calendars, and medical notes. Put your accommodation or leave request in writing (email is best). Keep a dated log of conversations (who, when, what was said). Report the issue to HR in writing; keep the reply. Ask for confirmation of any changes to duties, schedule, or leave status in writing. Contact a California employment law attorney for a free, confidential review if you’re unsure. Lactation Rights: A Brief Special Note California requires employers to provide reasonable break time each time an employee needs to express milk and to provide a private non-bathroom space near the workspace that meets specified requirements (chair, surface, access to electricity/sink/refrigerator if feasible). Employers who fail to comply may face penalties. If your employer won’t provide these breaks or space, document requests and refusals and consider filing a complaint. Final Thoughts - You Don’t Have to Navigate this Alone California’s laws are among the most protective in the country for pregnant and parenting employees, but getting the protection you deserve often requires clear documentation and, sometimes, legal help. If you think you’ve faced pregnancy discrimination or your employer is denying legally required accommodation, leave, or lactation breaks, Chami Law can help you evaluate your rights and next steps - with a confidential, no-obligation consultation. Contact Chami Law : We’ll review your situation, explain likely options (internal resolution, CRD filing, or litigation), and help you choose the approach that fits your goals. Click here to contact us .

Sexual harassment is illegal in California. It's a form of sex-based discrimination that can target anyone - women, men, and non-binary people; straight, gay, and trans workers; applicants, employees, and even some contractors. It does not have to be motivated by sexual desire to be unlawful. What counts as sexual harassment? California recognizes two main types: Quid pro quo ("this for that"): someone with power (e.g., a supervisor) ties a job benefit - or freedom from punishment - to your submission to sexual advances or conduct. Even one instance can be unlawful. Hostile work environment : unwelcome conduct based on sex (including gender identity/expression or sexual orientation) that unreasonably interferes with your work or creates an intimidating, hostile, or offensive environment. A single severe incident can be enough; it doesn't have to be frequent. Examples include unwanted touching; sexual jokes or comments; leering; displaying sexual images; requests for sexual favors; or offering benefits in exchange for sexual conduct. Retaliating because someone rejects advances or complains is also unlawful. Key California rule : Courts and the Legislature clarified that harassment standards should be applied in a realistic way - "stray remarks" and overly high severity thresholds shouldn't be used to throw out valid cases. Who is protected? Which employers are covered? Everyone in California workplaces is protected from harassment - including applicants and people providing services under a contract - regardless of the employer's size. Harassment and discrimination are prohibited under the Fair Employment and Housing Act (FEHA). Among other things, FEHA protects workers from harassment because of sex, gender, gender identity/expression, sexual orientation, pregnancy/childbirth , and more. Federal law ( Title VII ) also bans sex-based harassment, which the EEOC enforces nationwide. Your employer's legal duties California holds employers to robust prevention and response standards: Keep a harassment-free workplace & act quickly . Employers must take reasonable steps to prevent and promptly correct harassment, including by non-employees like customers. They're responsible for harassment by supervisors/agents and may be liable if they knew or should have known about coworker or customer harassment and failed to act. Have a compliant written policy . California regulations require a clear anti-harassment/anti-retaliation policy with confidential complaint paths (not just your direct boss), prompt impartial investigations, documentation, and a ban on retaliation; it must be distributed to staff and translated when needed. Provide mandatory training . Employers with 5+ employees must give at least 1 hour of interactive training to non-supervisors and 2 hours to supervisors every two years and within six months of hire/promotion, covering harassment based on gender identity/expression and sexual orientation. How to recognize violations Ask yourself: Is someone demanding dates, sexual favors, or intimate messages in exchange for raises, shifts, plum assignments - or to avoid discipline? (Quid pro quo.) Are you dealing with unwanted touching; repeated sexual jokes; explicit images; "locker-room talk"; degrading comments about your body or gender; or misusing power to intimidate? (Hostile environment.) Did things worsen after you said no or reported it? That points to retaliation , which is also illegal under FEHA; whistleblower safeguards in the Labor Code offer additional protection for reporting violations. Immediate steps to protect yourself Document everything . Save emails, texts, DMs, voicemails, calendars, photos, and notes with dates, locations, witnesses, and what was said/done. (Back them up.) Tell the person to stop if you feel safe doing so . A short, clear message ("This is unwelcome. Please stop.") can help establish that the conduct is unwelcome. Use internal channels . Report through any path your policy allows - HR, a designated representative, a hotline, or a manager (not just your direct supervisor). California requires these options to exist. Seek support . Talk to a trusted coworker, friend, therapist, or advocate. If you feel unsafe, call 911. Get legal advice early . Quick guidance helps you navigate reporting choices, preserve evidence, and avoid common pitfalls. Reporting options outside your company California Civil Rights Department (CRD). You generally have three (3) years from the last act to start the CRD process for FEHA claims. You can request an immediate Right-to-Sue to proceed directly to court, or have CRD investigate/mediate first. After a Right-to-Sue, you typically have one (1) year to file in court. EEOC (federal). For Title VII claims, you usually must file a charge within 180 days , extended to 300 days in California because we have a parallel state agency. Charges are often dual-filed with CRD under a work-sharing agreement. Tip : Deadline rules can be tricky - especially if you had gaps in employment, worked remotely from another state, or the misconduct continued over time. Speak with an attorney as soon as you can about your specific timeline. Settlement confidentiality & your right to speak California's " Silenced No More Act " limits what employers can hide in settlements. Agreements cannot stop you from discussing facts of unlawful harassment, discrimination, or retaliation; employers also have restrictions on using nondisparagement or gag clauses. Separate rules limit "no-rehire" clauses. What can you recover? Depending on the case, remedies can include emotional-distress damages, back pay, reinstatement or promotion, policy changes, penalties, and attorney's fees ; punitive damages may be available in egregious cases. Common questions Does the law apply if my company is small? Yes. California's harassment rules apply to all workplaces, no matter the size. What if the harasser is a customer or vendor? Your employer still must take immediate and appropriate corrective action once it knows or should know. Can my boss be personally liable? Yes. Individuals who harass (supervisors and coworkers) can face personal liability under California law. Will I be protected if I report it? Retaliation for reporting or participating in an investigation is illegal under FEHA and California's whistleblower laws. How Chami Law helps Confidential, no-obligation case review. We'll listen, assess your options (internal report, CRD/EEOC charge, immediate Right-to-Sue, or a negotiated resolution), and map out next steps - on your timeline. Evidence & strategy. We help organize evidence, preserve texts/emails, and guide you through complaint procedures so you're protected from retaliation. Negotiation & litigation. From demand letters and policy fixes to mediation and trial, we pursue results that protect your career and well-being. Bilingual support. Nuestro equipo es bilingüe en español para atenderle con confianza y claridad. Quick checklist (save this) Write down what happened (who, what, when, where, witnesses). Preserve texts/emails/DMs/photos. Review your company's policy and report through any listed channel. Consider a CRD or EEOC filing to preserve deadlines. Talk to a lawyer early - before signing anything or quitting. Talk with Chami Law - free & confidential If you've experienced sexual harassment - or you're not sure whether what's happening is illegal - reach out. We'll explain your options and protect your rights, with no obligation to move forward. Contact Chami Law | Se habla español.