Can I be fired for being pregnant?

No. It is illegal for an employer to fire you because you are pregnant, planning to become pregnant, or recovering from childbirth. This includes termination after announcing a pregnancy, after providing a doctor’s note, after requesting accommodations, or when attempting to take pregnancy disability leave or bonding leave.

Can I be laid off during maternity leave?

A layoff during pregnancy leave or bonding leave is not automatically illegal, but it becomes unlawful if pregnancy or leave played any role in the decision. Red flags may include being the only employee laid off, having your role filled by someone else, the employer lacking documentation to support the layoff, only pregnant or leave-taking employees being affected, or the layoff occurring immediately after announcing a pregnancy. If the layoff was not a true business necessity, you may have a claim.

How long do I have to file a claim?

Under California’s Fair Employment and Housing Act (FEHA), you typically have three years from the date of the discriminatory act to file a claim with the Civil Rights Department. After receiving a Right-to-Sue notice, you have additional time to file a lawsuit in civil court. Because deadlines and timelines can become complex, especially when medical leave transitions into bonding leave, it is important to speak with an attorney as soon as possible to protect your rights.

Pregnancy Discrimination

California Pregnancy Discrimination Attorneys

Pregnancy should be a time of support, not stress about your job. California law offers strong protections, making it illegal for employers to treat you unfairly due to pregnancy, childbirth, or taking protected leave.

If you were denied accommodations, pushed out, written up for pregnancy-related absences, or fired while on leave, you have rights.

At Ranen Khademi PC, we represent those experiencing pregnancy discrimination, retaliation, or wrongful termination. As former defense attorneys, we understand how companies respond and know how to uncover violations and seek compensation.

What Counts as Pregnancy Discrimination in California?

Pregnancy discrimination means treating an employee badly due to pregnancy, childbirth, or related conditions. Failing to give needed accommodations or interfering with leave also qualifies.

Common examples include:

Failure to Provide Pregnancy Accommodations

Employers must provide “reasonable accommodations,” including:

Light duty or lifting restrictions
Modified job duties
Remote or hybrid work
Flexible schedule
Additional breaks
Seating, hydration, or rest accommodations
Temporary reassignment

If your doctor has recommended accommodations, your employer should take these needs seriously. Refusing or ignoring reasonable medical requests can cause unnecessary hardship and is not allowed under the law.

Refusing Pregnancy Disability Leave (PDL)

California’s Pregnancy Disability Leave (PDL) law allows up to four months of protected leave for:

Pregnancy-related disabilities
Severe morning sickness
Bedrest
Childbirth recovery
Postpartum complications

Employers cannot deny, delay, or punish you for using PDL.

Retaliation for Pregnancy or Maternity Leave

Retaliation can occur when your employer:

Reduces your hours
Changes your schedule
Issues sudden write-ups
Removes job duties
Cuts your pay
Excludes you from meetings
Becomes hostile or critical

Retaliation is illegal under FEHA, CFRA, and FMLA.

Wrongful Termination Due to Pregnancy

Examples include:

Fired after announcing pregnancy
Fired after requesting accommodations
Fired during pregnancy disability leave
Fired during or after maternity leave
Fired under a pretextual “performance” reason

If you lost your job at the time you needed accommodations or leave, you may be experiencing an unlawful termination. We understand how difficult this situation can be and are here to support you.

Harassment or Hostility Based on Pregnancy

Pregnancy harassment includes:

Comments about your pregnancy
Pressure not to take leave
Negative treatment after announcing pregnancy
Being excluded because you’re “going to be out”

A hostile work environment is never acceptable.

Failure to Provide Lactation Accommodations

California law requires:

A private, non-bathroom space for pumping
Reasonable break time
Protection from retaliation

Denying these rights is a violation of state law.

Laid Off During Maternity Leave

You may have a claim if:

You were selected for a “layoff” while on leave
The layoff was not well-documented
Your role was filled by someone else
You were not reinstated after leave
Only pregnant or leave-taking employees were affected

Many employers use layoffs as a cover for discrimination, and we know how to uncover the truth.

Understand Your Rights in California: Pregnancy Discrimination Laws

California’s pregnancy protections are broader than federal law.

FEHA (Fair Employment and Housing Act)

FEHA prohibits:

Pregnancy discrimination
Pregnancy harassment
Retaliation for requesting accommodations

It also requires employers to provide reasonable accommodations.

Pregnancy Disability Leave (PDL)

PDL provides:

Up to 4 months of job-protected pregnancy disability leave
Leave for pregnancy, childbirth, or related conditions

PDL is in addition to CFRA bonding leave.

CFRA Baby-Bonding Leave

After PDL, employees are entitled to:

12 weeks of baby-bonding leave under CFRA
Job protection during leave

FMLA (Federal Leave Law)

Provides:

12 weeks of medical/maternity leave
Continued health insurance
Job restoration

Often overlaps with CFRA.

Lactation Accommodation Laws

California requires:

A safe, private place to pump (not a restroom)
Reasonable pump breaks
No retaliation

Examples of Reasonable Pregnancy Accommodations

Reduced lifting
Temporary reassignment
More frequent breaks
Modified duties
Work-from-home options
Part-time temporary schedule
Special equipment or seating

Why Choose Ranen Khademi PC

Former Defense Attorneys

We’ve worked on the other side and know how employers and their lawyers build their cases.

Strategic Insight

Our team anticipates defense tactics and builds proactive, evidence-based strategies to counter them.

Personal Attention

You’ll work directly with experienced attorneys who take the time to understand your story.

Proven Results

Our firm has secured significant settlements and verdicts for employees across California.

Hear From Our Clients

“Working with Jeff at Ranen Khademi PC in LA was a genuinely positive experience. Although the firm is relatively new, its deep industry connections and decades of expertise rival those of larger, longer-established firms while delivering a more personalized, high-touch experience. Jeff’s extensive knowledge and network provide invaluable insights, whether you’re exploring potential legal issues or simply seeking guidance.”

“Jeff and the team at Ranen Khademi PC are the best of the best. I would highly recommend them for any employment matter, as they would be your best option to get you what you deserve. They were aggressive, very knowledgeable, transparent and beyond capable of representing me. If you want results, Jeff and team will have your back.”

“Jeff was my attorney and let me tell you that you are lucky if he takes your case. This guy is pure beastmode. I was highly selective in choosing who to partner with and right away you can tell the pro vs the amateurs. It’s really great to have someone that understands, empathizes and most importantly amplifies your voice in speaking up and fighting on your behalf. I will always be grateful for his help and I could not give a higher recommendation. Yelp only allows 5-stars max and I’d easily give him 10+.”

“During a difficult time in my life, I turned to Jeff to assist me & he took a chance on my case! This opportunity led me to meet Parisa, who played an integral role in my case's success. They communicated often with me & explained the process step by step. The support & team effort was outstanding! Everyone on the team, down to the assistant Alexandra, was pleasant & helpful. I am truly grateful to them for making such a difficult time in my life, seemingly a breeze. I would highly recommend Ranen Khademi PC for your legal matters!”

Our Process

Free Consultation

We listen to your story, discuss your concerns, and explain your rights under the law.

Case Evaluation

We thoroughly review your situation, analyze relevant facts, and determine potential claims under both California and federal law.

Negotiation or Litigation

Based on our findings, we seek a fair resolution through negotiation or prepare for trial if needed.

Support Throughout

We keep you informed, answer your questions, and provide compassionate guidance at every stage.

Contact Our California Pregnancy Discrimination Attorneys Today

If you were denied accommodations, pushed out, or fired due to pregnancy or maternity leave, you may be entitled to compensation for lost wages, emotional distress, and more.

The attorneys at Ranen Khademi PC are here to protect your rights and help you move forward with dignity and confidence.

Serving clients throughout Los Angeles, Riverside, San Bernardino, Orange County, San Diego, the Bay Area, and across California.

Frequently Asked Questions

No. It is illegal for an employer to fire you because you’re pregnant, planning to become pregnant, or recovering from childbirth. That includes firing you right after you announce your pregnancy, after a doctor’s note, after asking for accommodations, or when you attempt to take pregnancy disability leave or bonding leave.

A layoff during pregnancy leave or bonding leave is not automatically illegal, but it becomes unlawful if your pregnancy or leave played any role in the decision. Employers often use layoffs as a cover, so we look for red flags like:

You were the only employee laid off
Your role was filled by someone else
The employer cannot provide clear documentation supporting the layoff
Only pregnant or leave-taking employees were affected
You were laid off immediately after announcing pregnancy

If you believe the layoff wasn’t a true business necessity, you may have a claim.

Under FEHA, you typically have three years from the date of the discriminatory act to file a claim with the Civil Rights Department. Once you obtain a Right-to-Sue notice, you have additional time to file in civil court.
Because deadlines, documentation, and timelines can get complicated, especially with medical leave flowing into bonding leave. It’s important to speak with an attorney as soon as possible to protect your rights.