Are You Facing Pregnancy Discrimination at Work? Learn Your Rights
Finding out you are pregnant can bring excitement, but it can also raise questions about what pregnancy will mean for your career. If you are working while expecting, you may wonder how your employer will respond, whether you can keep your job, and what happens if you need an accommodation or time away from work. You may even begin to worry about whether your pregnancy could affect your job security.
You may have questions such as: Can an employer fire me for being pregnant? Can my employer cut my hours because I’m pregnant? Can my employer deny me a promotion because I’m expecting? What if I need time off for a pregnancy-related medical condition? Can my employer force me to take leave when I can still work?
These are important questions, and California law provides meaningful protections for pregnant employees. Employers generally cannot discriminate against employees because of pregnancy, childbirth, pregnancy-related medical conditions, or the need for legally protected accommodations or leave. Laws such as the California Fair Employment and Housing Act (FEHA), California Pregnancy Disability Leave (PDL), the federal Pregnancy Discrimination Act (PDA), and the Pregnant Workers Fairness Act (PWFA) are designed to protect employees from being treated differently because they are pregnant.
Unfortunately, knowing these protections exist does not always prevent workplace discrimination. Pregnancy discrimination can be subtle, and sometimes the first sign is simply that something about your job suddenly feels different. Your hours may be reduced, your responsibilities may change, your supervisor may begin treating you differently, or you may face pressure to take leave when you are still able and willing to work.
At Chami Law, we believe pregnancy should never cost you your job, your income, your opportunities, or your dignity at work. Our Los Angeles-based employment lawyers advocate for employees who believe their rights have been violated and work to hold employers accountable when discrimination, harassment, retaliation, or other unlawful treatment occurs.
What Does Pregnancy Discrimination in the Workplace Look Like?
Pregnancy discrimination is not always obvious. An employer may never tell you that your pregnancy drove the decision. Instead, it may show up in how you’re treated, your schedule, your responsibilities, or your opportunities. For example, you may notice that your employer:
- Cuts your hours after learning you are pregnant.
- Removes you from important projects.
- Denies you a promotion or advancement opportunity.
- Begins criticizing your performance despite a strong work history.
- Gives your position or responsibilities to another employee.
- Treats pregnancy-related absences differently from other medical absences.
- Pressures you to take leave earlier than medically necessary.
- Refuses to discuss a reasonable accommodation.
- Disciplines you after you request pregnancy-related accommodations.
- Demotes or terminates you after you announce your pregnancy.
These situations can arise in all types of Los Angeles workplaces, from offices and professional environments to retail, hospitality, healthcare, entertainment, education, and other industries.
A single workplace decision does not automatically establish discrimination, as employers can legally make legitimate employment decisions for reasons unrelated to pregnancy. The question is often why the employer made the decision and whether pregnancy played a role. This means that timing can be particularly important. For example, if an employee receives consistently positive reviews and then suddenly begins receiving negative evaluations immediately after announcing a pregnancy, the circumstances may warrant closer examination. The same may be true if an employer claims a position was eliminated but later hires someone else to perform substantially the same work. Our team can examine these details and help determine whether the facts may support a legal claim.
Pregnancy Accommodations: You Do Not Have to Choose Between Your Health and Your Job
Pregnancy does not necessarily prevent an employee from working. Sometimes, a temporary adjustment is all it takes to allow an employee to continue performing her job safely. Under the Pregnant Workers Fairness Act (PWFA), covered employers generally must provide reasonable accommodations for a qualified employee’s known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an undue hardship. Depending on the circumstances, reasonable accommodations may include:
- Additional restroom breaks
- Additional or longer breaks
- The ability to sit or stand as needed
- Temporary changes to a work schedule
- Temporary changes to certain job duties
- Assistance with lifting or physically demanding tasks
- Time off for pregnancy-related medical appointments
- Temporary reassignment of certain duties
- Leave when medically necessary.
- Other reasonable adjustments based on an employee’s limitations
The appropriate accommodation depends on the employee’s circumstances, the nature of the limitation, and the applicable laws. For a pregnant employee working in Los Angeles, receiving an appropriate accommodation can make the difference between continuing to work safely and being forced to choose between your health and your job.
What If Your Los Angeles Employer Refuses an Accommodation?
If you request a pregnancy-related accommodation, your employer may have an obligation to engage with you about your needs and determine whether a reasonable accommodation can allow you to continue performing your job. This may involve discussing the limitations you are experiencing, considering different ways to address them, and identifying an accommodation that works for both your medical needs and the essential requirements of your position. Your employer should not simply dismiss your request without consideration or assume that taking leave is your only option when another reasonable accommodation may allow you to keep working. Your employer also cannot retaliate against you simply because you requested an accommodation or exercised a legally protected workplace right.
A refusal can take different forms. Your employer may dismiss your request, refuse to discuss possible accommodations, tell you that your only option is to take leave, reduce your hours after you make the request, or begin treating you differently. If you experience this type of response, keep records of your request and your employer’s response, including emails, text messages, medical documentation, and other communications related to the accommodation.
Pregnancy Disability Leave and Other Protected Leave
Pregnancy can involve medical complications or limitations that temporarily prevent an employee from performing her normal duties. California’s Pregnancy Disability Leave law provides eligible employees with protected leave when they are disabled by pregnancy, childbirth, or a related medical condition. Pregnancy disability leave is different from other forms of family and medical leave, and multiple laws may apply to the same employee. Depending on the circumstances, an employee may have rights involving:
- Pregnancy Disability Leave
- Other protected medical or family leave.
- Reasonable accommodations
- Medical appointments
- Return-to-work rights
- Benefits
- Reinstatement
An employer should not punish an employee for taking legally protected pregnancy-related leave. If you work for an employer in Los Angeles or elsewhere in California and are pressured to return to work before you are medically ready, told your job will not be available when you return, or disciplined for protected leave, we can help you understand your options.
Pregnancy Harassment Can Also Violate Your Rights
Not all pregnancy discrimination involves a termination or reduction in hours. Sometimes, the problem is how a supervisor or coworkers treat you. Pregnancy-related harassment may include repeated or serious comments about your pregnancy, body, appearance, ability to work, or plans to take leave.
Examples may include:
- Making jokes about your pregnancy.
- Suggesting you are no longer committed to your career.
- Repeatedly questioning whether you can handle your job.
- Making derogatory comments about pregnancy or childbirth.
- Criticizing you for taking pregnancy-related breaks.
- Making comments about your body or appearance.
- Pressuring you to leave your position.
- Treating pregnancy-related limitations as a personal inconvenience.
Not every inappropriate comment constitutes unlawful harassment. However, repeated or severe conduct can create a hostile work environment and may violate applicable employment laws. If you are experiencing pregnancy-related harassment, reach out to our team today to learn more about your options. You do not have to tolerate degrading or humiliating treatment simply because your employer considers it a joke.
What Is Pregnancy Discrimination Retaliation?
Sometimes the problem does not begin until an employee speaks up. You may experience little or no discrimination until you request an accommodation, complain to HR, report inappropriate conduct, or take protected leave. Afterward, your employer’s behavior may suddenly change. Retaliation can take many forms, including termination, demotion, reduced hours, an unwanted reassignment, increased or unfair scrutiny, discipline, negative performance reviews, exclusion from workplace opportunities, hostile treatment, or threats about your job.
For example, an employee might report pregnancy harassment to HR and then suddenly receive a negative performance review despite years of positive evaluations. Another employee may request a reasonable accommodation and shortly afterward have her hours reduced or responsibilities changed. While the timing alone does not prove retaliation, a sudden change in treatment after exercising a protected workplace right can be an important part of understanding what happened.
If you believe your employer is treating you differently because you complained about discrimination, requested an accommodation, took protected leave, or otherwise exercised your workplace rights, you may have a separate retaliation claim. Our team of attorneys can review the circumstances and help you understand whether your employer’s actions may have violated California or federal law.
What Should You Do If You Believe You Are Being Discriminated Against?
If something feels wrong at work, document it before the details disappear. This may mean keeping copies of relevant:
- Emails and text messages
- Performance reviews
- Work schedules
- Pay records
- Accommodation requests
- HR communications
- Written warnings
- Medical documentation relating to workplace restrictions
- Termination or separation documents
Also keep a personal record of important conversations and workplace changes. Write down the date, who was present, what was said, and what happened afterward. Save relevant emails, text messages, performance reviews, schedules, accommodation requests, and other communications that may help show how you were treated. You do not necessarily need to confront your employer, make a formal complaint, or resign before getting legal advice. At Chami Law, we can help you understand what is happening and whether your employer’s actions may violate your rights. Our team can review the circumstances, help you identify potential legal issues, and explain your options before you decide how you want to move forward. In many situations, early legal guidance can help you make a more informed decision and avoid a step that could unnecessarily affect your employment or potential claim.
How Chami Law Helps Employees Facing Pregnancy Discrimination
At Chami Law, we represent employees because we believe employment law should do more than exist on paper. It should give employees a meaningful way to stand up when their rights are violated. For many people, their job represents much more than a paycheck. It provides stability, supports their family, and represents years of professional experience and hard work. Pregnancy should never put all of that at risk. Our goal is to understand the circumstances surrounding your situation. We want to know:
- What changed after your employer learned you were pregnant?
- Were your hours reduced?
- Were you denied an accommodation?
- Did your supervisor begin treating you differently?
- Were you pressured to take leave?
- Did you complain and then experience retaliation?
- Were you terminated or forced out?
Those details can help us evaluate what happened and determine whether you may have legal options.
Reach Out to a Los Angeles Pregnancy Discrimination Lawyer
Pregnancy should be an exciting time in your life, a time to prepare to welcome new life and look ahead to what comes next. You should be able to celebrate that experience without constantly worrying about whether your pregnancy will cost you your job, your income, or your place in the workplace. You should not have to choose between protecting your health and protecting your career. You should not have to worry that asking for an accommodation will put a target on your back or that telling your employer you are pregnant will suddenly change the way you are treated. At Chami Law, we believe you deserve to experience this important time in your life without feeling like your pregnancy is a burden to your employer. When an employer discriminates against, harasses, or retaliates against a pregnant employee, we believe it is important to stand up and make sure those rights are protected.
If you believe your pregnancy has affected how you are treated at work, reach out to our team at at Chami Law today. Schedule a confidential consultation so our team can listen to what happened, explain your rights, and take a closer look at the specifics of your situation.
