Pregnancy Discrimination Lawyer in Van Nuys

Representing San Fernando Valley Workers at Every Stage of Employment

Pregnancy discrimination affects workers across the San Fernando Valley in industries ranging from healthcare to retail to professional services. At Laurel Employment Law, we represent workers only. We handle pregnancy discrimination claims at every stage of employment: the hiring process, during a pregnancy, while seeking leave or accommodations, and after a return to work. Employers of any size should expect us to hold them accountable.

Initial consultations are free. We work on a contingency fee basis, so you pay nothing unless we secure a result. Bilingual assistance is available for Spanish-speaking clients.

If you believe your employer acted against you because of your pregnancy, call us today at (310) 929-6371 or submit a contact form to schedule your free consultation.

What Qualifies as Pregnancy Discrimination Under California Law

Under California’s Fair Employment and Housing Act (FEHA), pregnancy discrimination is unlawful for any employer with five or more employees. FEHA covers pregnancy, childbirth, and related medical conditions. To succeed on a claim, a worker doesn’t need to prove pregnancy was the only reason for an adverse action; the law requires showing it was a substantial motivating factor.

Covered adverse actions include refusal to hire, termination, demotion, reduction in hours or pay, denial of a promotion, denial of reasonable accommodation, denial of leave, and retaliation for requesting accommodations or leave. Discrimination isn’t always overt. A pattern of negative treatment that begins immediately after an employer learns of a pregnancy can support a claim, just as a supervisor who makes the reason explicit can.

Employers with 15 or more employees are also subject to the federal Pregnant Workers Fairness Act (PWFA), which independently requires reasonable accommodations for known limitations related to pregnancy, childbirth, or related conditions.

California & Federal Laws Protecting Pregnant Workers in Van Nuys

Several overlapping laws protect pregnant workers and new parents, and the rights they provide can stack. Our attorneys evaluate every applicable statute when reviewing a claim.

• FEHA: Applies to employers with five or more employees. Prohibits discrimination based on pregnancy, childbirth, or related conditions and requires reasonable accommodation.
• Pregnancy Disability Leave Law (PDLL): Entitles employees disabled by pregnancy or childbirth to up to four months of job-protected leave. No minimum tenure is required.
• California Family Rights Act (CFRA): Provides an additional 12 weeks of job-protected baby-bonding leave after the disability period ends. CFRA extends to fathers and partners, not only mothers.
• PDLL & CFRA combined: These leaves can run consecutively, meaning a qualifying employee may be entitled to more than four months of combined protected leave.
• Pregnancy Discrimination Act (PDA): Federal law requiring that pregnant employees be treated the same as any other employee with a comparable ability or inability to work.
• Pregnant Workers Fairness Act (PWFA): In effect since June 27, 2023, requires employers with 15 or more employees to provide reasonable accommodations for pregnancy-related limitations.
• Lactation Accommodation Law: California law requires employers to provide reasonable break time and a private, non-bathroom space for lactation at work.

State protections are enforced by the California Civil Rights Department (CRD). Federal protections fall under the EEOC. Filing with one agency typically cross-files with the other under their worksharing agreement.

Talk to a Pregnancy Discrimination Attorney at No Cost

Workers throughout Van Nuys and the San Fernando Valley can reach Laurel Employment Law by phone at (310) 929-6371 or through our online contact form. There’s no fee to speak with us, and we don’t collect a fee unless we achieve a result on your behalf.