In Los Angeles each year, many employees experience unfair treatment after sharing that they are expecting a child. Pregnancy discrimination can threaten a person’s career, income and job security. Recognizing the warning signs of discrimination and knowing one’s rights can safeguard their career and bring peace of mind.
Common signs of pregnancy discrimination
Workplace bias tends to show up as a pattern rather than a single event, such as:
- Sudden negative performance reviews after announcing a pregnancy
- Removal from projects without a valid reason
- Denial of reasonable accommodations, such as additional breaks or lighter tasks
- Comments that question an employee’s commitment to their role after the baby arrives
- Demotion or termination after returning from maternity leave
Courts often analyze timing. When a negative employment action follows a disclosure too closely, it can point to discrimination.
Federal and state laws protect pregnant workers
California has some of the strongest worker protections in the United States. The Fair Employment and Housing Act stops employers from taking adverse action against workers due to pregnancy or childbirth. The state’s Pregnancy Disability Leave Law also grants up to four months of job-protected leave.
Under the California Family Rights Act, eligible workers can take up to 12 weeks of job-protected leave to bond with a new child, and this applies regardless of the parent’s gender.
Additionally, federal regulations such as the Pregnancy Discrimination Act and the Pregnant Workers Fairness Act mandate employers to offer reasonable accommodations. Although federal and state rules differ, pregnant workers may use whichever law offers greater protection.
Legal options for affected workers
Workers who face pregnancy discrimination have different legal options. The most effective one depends on what they hope to achieve. One option is to file a complaint with California’s Civil Rights Department. This starts an official review of the employer’s actions, may lead to settlement talks and helps protect the worker’s legal rights.
If the issue is not resolved through the agency, the employee can obtain a right-to-sue notice and take the case straight to court. This may allow them to seek damages, reinstatement or other formal relief.
Choosing the right approach can help workers pursue the outcomes that matter most to them, whether that is stopping the discrimination, securing accommodations, recovering back pay or holding the employer accountable.