Pregnancy Rights at Work in California: Leave, Accommodations & Job Protection

Balancing work and pregnancy can be challenging — but in California, you have powerful rights designed to protect your health, job, and income. Too often, workers face unfair treatment or even pregnancy discrimination when they ask for basic accommodations. This guide explains your rights under state and federal law, including Pregnancy Disability Leave (PDL), the California Family Rights Act (CFRA), and reasonable accommodations.

At JusticeGuys, we believe knowledge is power. By understanding your options, you can take action to protect your career and your growing family.

Understanding Pregnancy Discrimination in California

Pregnancy discrimination happens when an employer treats you unfairly because you’re pregnant, planning to become pregnant, or experiencing pregnancy-related conditions. Common examples include:

• Refusing to hire or promote you because of pregnancy.

• Denying legally required leave.

• Firing or demoting you after requesting accommodations.

• Making negative comments about your ability to work while pregnant.

California law is stronger than federal law, offering multiple layers of protection.

Pregnancy Disability Leave (PDL)

What it is:

• Up to 4 months of job-protected leave for disability caused by pregnancy, childbirth, or related conditions.

• Can be taken intermittently or all at once.

Who qualifies:

• Applies to all California employers with 5 or more employees.

Examples of covered conditions:

• Severe morning sickness.

• Doctor-ordered bed rest.

• Recovery from childbirth.

Key Point: During PDL, your employer must continue health insurance benefits at the same level as if you were working.

California Family Rights Act (CFRA)

What it is:

• Up to 12 weeks of job-protected leave to bond with a new child (birth, adoption, or foster placement).

• Can be used after PDL, allowing many parents to combine both for extended time off.

Who qualifies:

• Employees who have worked for their employer for at least 12 months and 1,250 hours in the past year.

• Employers with 5 or more employees.

Key Point: CFRA bonding leave is separate from pregnancy disability leave — meaning new mothers often qualify for both.

Reasonable Accommodations

Under California law, employers must provide reasonable accommodations for employees affected by pregnancy or related conditions, unless it causes undue hardship.

Examples include:

• Modified work schedules.

• Light duty or reassignment.

• Extra bathroom breaks.

• Permission to sit rather than stand.

• Remote work when possible.

To request an accommodation, employees should provide a doctor’s note and a written request to HR or management.

Job Protection and Benefits

When taking PDL or CFRA leave, your employer must:

• Guarantee your job (or a comparable one) when you return.

• Maintain your health insurance coverage.

• Avoid retaliation or harassment because you asserted your rights.

If you are terminated, demoted, or harassed after requesting leave or accommodations, you may have a strong claim for pregnancy discrimination in California.

What To Do If Your Rights Are Violated

• Document everything: Keep copies of requests, emails, and medical notes.

• Track adverse actions: Write down dates of demotions, discipline, or negative treatment.

• Consult a lawyer: An employment attorney can explain your options and file claims under California’s Fair Employment and Housing Act (FEHA).

Conclusion

California offers some of the strongest protections in the country for pregnant workers. Between PDL, CFRA, and reasonable accommodations, you don’t have to choose between your job and your health.

If your employer ignores these protections or retaliates against you, JusticeGuys can connect you with experienced California employment lawyers who will fight for your rights.

Facing pregnancy discrimination or denied leave?

JusticeGuys connects you with the right California employment lawyer to protect your career, your health, and your family.

Find a Lawyer Today with JusticeGuys

Downloadable PDF Accommodation Request Toolkit: Pregnancy Rights at Work

Includes:

• Doctor note template for requesting accommodations.

• Employer request letter template.

• Checklist of what to include when making requests.

• Space to log employer responses.

Download your free Accommodation Request Toolkit and make sure your pregnancy rights are protected.

FAQs

1. What pregnancy leave am I entitled to in California?
   You may qualify for up to 4 months of PDL and 12 weeks of CFRA bonding leave.

2. What is the difference between PDL and CFRA?
   PDL covers pregnancy-related disabilities, while CFRA covers bonding with a new child after birth or adoption.

3. Do I need to provide medical documentation for accommodations?
   Yes, a doctor’s note usually supports requests for modified schedules or duties.

4. Can my employer fire me while I’m on pregnancy leave?
   No. Firing or retaliating against you for taking leave is illegal under California law.

5. What should I do if my employer denies accommodations?
   Document the denial and consult a lawyer — you may have a claim for pregnancy discrimination.

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