{"id":2163,"date":"2020-05-20T12:45:58","date_gmt":"2020-05-20T20:45:58","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2163"},"modified":"2026-11-03T14:34:14","modified_gmt":"2026-11-03T21:34:14","slug":"abogado-de-discriminacion-por-embarazo-en-los-angeles","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/","title":{"rendered":"Abogado de discriminaci\u00f3n por embarazo en Los \u00c1ngeles y Beverly Hills, CA"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Your_rights_during_and_after_pregnancy\" >Your rights during and after pregnancy<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#No_discrimination\" >No discrimination<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Pregnancy_disability_leave\" >Pregnancy disability leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Bonding_leave\" >Bonding leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Accommodation\" >Accommodation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Lactation\" >Lactation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Federal_law\" >Federal law<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#From_the_announcement_to_your_return\" >From the announcement to your return<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#You_announce_the_pregnancy\" >You announce the pregnancy<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#During_pregnancy\" >During pregnancy<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Pregnancy_disability_leave-2\" >Pregnancy disability leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#CFRA_bonding_leave\" >CFRA bonding leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Return_to_work\" >Return to work<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Common_pregnancy_discrimination_situations\" >Common pregnancy discrimination situations<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Fired_soon_after_announcing_a_pregnancy\" >Fired soon after announcing a pregnancy<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Position_%E2%80%9Celiminated%E2%80%9D_during_leave\" >Position \u201celiminated\u201d during leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Fired_or_demoted_on_return\" >Fired or demoted on return<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Accommodation_refused_then_termination\" >Accommodation refused, then termination<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Retaliation_for_requesting_leave_or_lactation_breaks\" >Retaliation for requesting leave or lactation breaks<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Comments_about_commitment\" >Comments about commitment<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Deadlines_statutes_of_limitations_and_compensation\" >Deadlines (statutes of limitations) and compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Frequently_asked_questions\" >Frequently asked questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/#Talk_to_a_Los_Angeles_pregnancy_discrimination_lawyer\" >Talk to a Los Angeles pregnancy discrimination lawyer<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\">\n<div class=\"rlfp-intro\">\n<div class=\"rlfp-intro-text\">\n<p>California law prohibits employers from firing, demoting or otherwise discriminating against an employee in the terms and conditions of employment because of pregnancy, childbirth, breastfeeding or a related medical condition. It also gives most pregnant employees protected leave and the right to return to their job. Pregnancy discrimination is rarely stated openly. It more often appears as a sudden performance problem after an employee announces a pregnancy, a position \u201celiminated\u201d while she is on leave, or a termination shortly after she returns.<\/p>\n<p>Rise Law Firm represents employees in pregnancy discrimination and leave cases throughout Los Angeles and California, from executives to hourly workers. Most of the employees we represent come to us after they have been fired or forced out. We represent employees only.<\/p>\n<\/div>\n<div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"Line drawing of a briefcase and a baby stroller\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M30 250 H330\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M50 250 V150 a10 10 0 0 1 10 -10 H170 a10 10 0 0 1 10 10 V250 M95 140 V122 a8 8 0 0 1 8 -8 H127 a8 8 0 0 1 8 8 V140 M50 185 H180\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M210 168 a62 62 0 0 1 124 0 Z M214 168 H330 M232 168 L246 224 H302 L318 168 M246 224 L240 238 M302 224 L310 238 M334 168 L346 132 H358\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M228 250 m-12 0 a12 12 0 1 0 24 0 a12 12 0 1 0 -24 0 M316 250 m-12 0 a12 12 0 1 0 24 0 a12 12 0 1 0 -24 0\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M108 200 l10 10 l20 -22\" stroke=\"#D82C18\" stroke-width=\"4\"><\/path><\/svg><\/div>\n<\/div>\n<div class=\"rlfp-keys\">\n<p class=\"rlfp-eyebrow\">Key points<\/p>\n<ul>\n<li>California law protects employees of employers with five or more employees.<\/li>\n<li>Up to four months of pregnancy disability leave, from the first day of employment.<\/li>\n<li>Up to 12 weeks of CFRA bonding leave after the birth, for eligible employees.<\/li>\n<li>Together, the two leaves can add up to about seven months.<\/li>\n<li>The right to return to the same position after leave.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<p class=\"rlfp-eyebrow\">Your rights<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Your_rights_during_and_after_pregnancy\"><\/span>Your rights during and after pregnancy<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>These protections apply to most California employees:<\/p>\n<div class=\"rlfp-grid\">\n<div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><h3><span class=\"ez-toc-section\" id=\"No_discrimination\"><\/span>No discrimination<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The California Fair Employment and Housing Act (FEHA) treats pregnancy, childbirth, breastfeeding and related medical conditions as part of sex discrimination (Gov. Code \u00a7 12926). It applies to employers with five or more employees.<\/p><\/div>\n<div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><h3><span class=\"ez-toc-section\" id=\"Pregnancy_disability_leave\"><\/span>Pregnancy disability leave<span class=\"ez-toc-section-end\"><\/span><\/h3><p>An employee who is disabled by pregnancy, childbirth or a related condition can take up to four months of leave per pregnancy, from the first day of employment, with no minimum length of service (Gov. Code \u00a7 12945). The employer must continue group health coverage during the leave and must generally return her to the same position afterward.<\/p><\/div>\n<div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M12 30 L32 12 L52 30 M18 26 V54 H46 V26\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 46 C24 40 22 36 25 33 C28 30 31 32 32 34 C33 32 36 30 39 33 C42 36 40 40 32 46 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><h3><span class=\"ez-toc-section\" id=\"Bonding_leave\"><\/span>Bonding leave<span class=\"ez-toc-section-end\"><\/span><\/h3><p>After the birth, the California Family Rights Act (CFRA) provides up to 12 weeks of job-protected leave to bond with the child, for employees who have worked at least 12 months and 1,250 hours in the prior year for an employer with five or more employees (Gov. Code \u00a7 12945.2). Together, pregnancy disability leave and bonding leave can add up to about seven months.<\/p><\/div>\n<div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M14 34 V20 a4 4 0 0 1 8 0 V32 M22 30 V14 a4 4 0 0 1 8 0 V30 M30 30 V16 a4 4 0 0 1 8 0 V32 M38 32 V22 a4 4 0 0 1 8 0 V38 C46 50 38 56 30 56 C22 56 14 50 14 40 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M50 10 l4 4 M54 22 h5 M42 6 v5\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><h3><span class=\"ez-toc-section\" id=\"Accommodation\"><\/span>Accommodation<span class=\"ez-toc-section-end\"><\/span><\/h3><p>An employer must reasonably accommodate pregnancy-related conditions, for example with modified duties, more frequent breaks, or a temporary transfer to a less strenuous position, when a health care provider advises it (Gov. Code \u00a7 12945).<\/p><\/div>\n<div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 30 H54 M14 30 V52 H50 V30 M22 30 V20 a10 10 0 0 1 20 0 V30\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M28 40 h8 M32 36 v8\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><h3><span class=\"ez-toc-section\" id=\"Lactation\"><\/span>Lactation<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Employers must provide reasonable break time and a private place to express milk, other than a bathroom, and may not retaliate against an employee for requesting it (Lab. Code \u00a7\u00a7 1030\u20131034).<\/p><\/div>\n<div class=\"rlfp-card rlfp-card-dark\"><h3><span class=\"ez-toc-section\" id=\"Federal_law\"><\/span>Federal law<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Federal law, including the Pregnancy Discrimination Act, the Pregnant Workers Fairness Act and the Family and Medical Leave Act, also applies to larger employers. California law usually provides broader protection and more remedies, so most cases are brought under it.<\/p><\/div>\n<\/div>\n<\/div>\n\n<div class=\"rlfp-band rlfp-dark\">\n<p class=\"rlfp-eyebrow\">How the protections fit together<\/p>\n<h2><span class=\"ez-toc-section\" id=\"From_the_announcement_to_your_return\"><\/span>From the announcement to your return<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"rlfp-steps\">\n<div class=\"rlfp-step\"><svg aria-hidden=\"true\" viewBox=\"0 0 80 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 10 H60 a6 6 0 0 1 6 6 V38 a6 6 0 0 1 -6 6 H30 L18 56 V44 H8 a6 6 0 0 1 -6 -6 V16 a6 6 0 0 1 6 -6 Z\" stroke=\"#ffffff\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M34 34 C26 29 24 25 27 22 C30 19 33 21 34 23 C35 21 38 19 41 22 C44 25 42 29 34 34 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-n\">Stage 1<\/p><h3><span class=\"ez-toc-section\" id=\"You_announce_the_pregnancy\"><\/span>You announce the pregnancy<span class=\"ez-toc-section-end\"><\/span><\/h3><p>FEHA protects you from discipline, demotion or termination because of the pregnancy.<\/p><\/div>\n<div class=\"rlfp-step\"><svg aria-hidden=\"true\" viewBox=\"0 0 80 64\"><path class=\"d\" pathLength=\"1\" d=\"M14 54 V30 H50 V54 M14 40 H50 M20 30 V12 H44 V30 M58 54 V20 M52 20 H64\" stroke=\"#ffffff\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M26 22 h12\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-n\">Stage 2<\/p><h3><span class=\"ez-toc-section\" id=\"During_pregnancy\"><\/span>During pregnancy<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Reasonable accommodation, such as modified duties, more breaks or a temporary transfer, when a health care provider advises it.<\/p><\/div>\n<div class=\"rlfp-step\"><svg aria-hidden=\"true\" viewBox=\"0 0 80 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 30 L36 8 L64 30 M14 26 V56 H58 V26\" stroke=\"#ffffff\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M28 56 V40 H44 V56\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-n\">Stage 3<\/p><h3><span class=\"ez-toc-section\" id=\"Pregnancy_disability_leave-2\"><\/span>Pregnancy disability leave<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Up to four months while disabled by pregnancy or childbirth, with group health coverage continued.<\/p><\/div>\n<div class=\"rlfp-step\"><svg aria-hidden=\"true\" viewBox=\"0 0 80 64\"><path class=\"d\" pathLength=\"1\" d=\"M12 30 a26 26 0 0 1 52 0 Z M20 30 L26 46 H52 L58 30 M64 30 L70 16 H76\" stroke=\"#ffffff\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M26 54 m-5 0 a5 5 0 1 0 10 0 a5 5 0 1 0 -10 0 M52 54 m-5 0 a5 5 0 1 0 10 0 a5 5 0 1 0 -10 0\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-n\">Stage 4<\/p><h3><span class=\"ez-toc-section\" id=\"CFRA_bonding_leave\"><\/span>CFRA bonding leave<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Up to 12 more weeks of job-protected leave to bond with the child, for eligible employees.<\/p><\/div>\n<div class=\"rlfp-step\"><svg aria-hidden=\"true\" viewBox=\"0 0 80 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 22 H64 V56 H8 Z M26 22 V14 a4 4 0 0 1 4 -4 H42 a4 4 0 0 1 4 4 V22\" stroke=\"#ffffff\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 38 l8 8 l16 -16\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-n\">Stage 5<\/p><h3><span class=\"ez-toc-section\" id=\"Return_to_work\"><\/span>Return to work<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Reinstatement to the same position, and lactation breaks in a private place other than a bathroom.<\/p><\/div>\n<\/div>\n<div class=\"rlfp-bar\"><span class=\"b1\">Pregnancy disability leave: up to 4 months<\/span><span class=\"b2\">CFRA bonding: up to 12 weeks<\/span><\/div>\n<p style=\"margin-top:12px;font-size:15px\">Together, pregnancy disability leave and bonding leave can add up to about seven months.<\/p>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<p class=\"rlfp-eyebrow\">Warning signs<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Common_pregnancy_discrimination_situations\"><\/span>Common pregnancy discrimination situations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>These are the situations we see most often:<\/p>\n<div class=\"rlfp-signs\">\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Fired_soon_after_announcing_a_pregnancy\"><\/span>Fired soon after announcing a pregnancy<span class=\"ez-toc-section-end\"><\/span><\/h3><p>An employee with a good record tells her manager she is pregnant and, within weeks, receives her first written warning or is let go. The timing, and any change in how she was treated after the announcement, is often the strongest evidence.<\/p><\/div><\/div>\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Position_%E2%80%9Celiminated%E2%80%9D_during_leave\"><\/span>Position \u201celiminated\u201d during leave<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The employer says the role was cut while she was on pregnancy disability or bonding leave, but the duties are given to someone else or the job is reposted. An employer can end a position for genuine business reasons, but not because of the pregnancy or the leave.<\/p><\/div><\/div>\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Fired_or_demoted_on_return\"><\/span>Fired or demoted on return<span class=\"ez-toc-section-end\"><\/span><\/h3><p>An employee comes back from leave to find her job, accounts or team reassigned, is offered a lesser role, or is let go after a short \u201ctransition.\u201d California law generally requires reinstatement to the same position.<\/p><\/div><\/div>\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Accommodation_refused_then_termination\"><\/span>Accommodation refused, then termination<span class=\"ez-toc-section-end\"><\/span><\/h3><p>A doctor recommends lighter duties or more breaks, the employer refuses or delays, and the employee is then disciplined or fired for problems the accommodation would have prevented.<\/p><\/div><\/div>\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Retaliation_for_requesting_leave_or_lactation_breaks\"><\/span>Retaliation for requesting leave or lactation breaks<span class=\"ez-toc-section-end\"><\/span><\/h3><p>It is unlawful to punish an employee for requesting or taking protected leave, or for asking for break time and a place to pump.<\/p><\/div><\/div>\n<div class=\"rlfp-sign\"><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><div><h3><span class=\"ez-toc-section\" id=\"Comments_about_commitment\"><\/span>Comments about commitment<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Remarks such as \u201cwe need someone who will be here,\u201d questions about plans for more children, or assumptions that a new mother will not travel or work late are evidence that pregnancy played a part.<\/p><\/div><\/div>\n<\/div>\n<p style=\"margin-top:20px\">Employers usually point to performance, a restructuring, or attendance. The evidence that matters most is often timing, the employee\u2019s record before the pregnancy, what happened to the job afterward, and how other employees were treated.<\/p>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<\/div>\n\n<div class=\"rlfp-band rlfp-light\">\n<p class=\"rlfp-eyebrow\">Time limits<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Deadlines_statutes_of_limitations_and_compensation\"><\/span>Deadlines (statutes of limitations) and compensation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The main deadlines are below. They can be shorter or longer depending on the facts, so it is best not to wait.<\/p>\n<div class=\"rlfp-table\"><table><thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead><tbody>\n<tr><td>FEHA pregnancy discrimination, pregnancy disability leave, CFRA, retaliation<\/td><td>File a complaint with the California Civil Rights Department within 3 years; then file suit within 1 year of the right-to-sue notice<\/td><\/tr>\n<tr><td>Federal Title VII (Pregnancy Discrimination Act)<\/td><td>File with the EEOC within 300 days (the deadline for California employees)<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>Public employers<\/td><td>Non-FEHA claims generally require a government claim within 6 months<\/td><\/tr>\n<\/tbody><\/table><\/div>\n<p style=\"margin-top:20px\">Depending on the facts, compensation under FEHA can include lost wages and benefits, future lost earnings, and emotional distress damages. Punitive damages may be available where the employer acted with malice, oppression, or fraud, although public entities are not liable for punitive damages (Gov. Code \u00a7 818). FEHA allows a prevailing employee to recover attorney\u2019s fees and costs. For employees who were fired, the lost earnings after termination are often the largest part of the case.<\/p>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<details open><summary>Can my employer fire me while I am on pregnancy leave?<\/summary><p>Only for a reason that has nothing to do with the pregnancy or the leave, such as a genuine layoff that would have included you anyway. The employer bears the burden of showing that. A termination during or shortly after leave, especially with shifting explanations, is often evidence that the pregnancy or the leave was the real reason.<\/p><\/details>\n<details><summary>I just started my job. Am I entitled to leave?<\/summary><p>For pregnancy disability leave, yes. It is available from the first day of employment at employers with five or more employees, with no minimum length of service. CFRA bonding leave requires 12 months and 1,250 hours of work, but the pregnancy disability leave protections still apply.<\/p><\/details>\n<details><summary>My employer says my position was eliminated while I was out. What should I ask?<\/summary><p>Who is now doing the work, whether the job was reposted, and whether anyone else was laid off at the same time. If the duties continued under a new title or a new person, the elimination may not be genuine.<\/p><\/details>\n<details><summary>I was let go a few weeks after telling my manager I was pregnant. Do I have a case?<\/summary><p>You may have a case. Close timing between an announcement and a termination is strong evidence, particularly if your reviews were good before. Keep track of when you told your employer and what happened afterward, and save any emails or texts.<\/p><\/details>\n<details><summary>My employer will not give me breaks to pump. Is that legal?<\/summary><p>No. California employers must provide reasonable break time and a private place, other than a bathroom, to express milk, and may not retaliate against you for asking.<\/p><\/details>\n<p style=\"margin-top:24px\">If you live or work in Long Beach, see our <a href=\"\/long-beach-pregnancy-discrimination-attorney\/\">Long Beach pregnancy discrimination page<\/a>. For more on leave rights during and after pregnancy, see our <a href=\"\/california-pregnancy-disability-leave-lawyer\/\">pregnancy disability leave page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p>\n<p>Harassment because of pregnancy or sex is addressed on our <a href=\"\/los-angeles-sexual-harassment-attorney\/\">Los Angeles sexual harassment<\/a> page.<\/p>\n<\/div>\n\n<div class=\"rlfp-band rlfp-light\">\n<h2><span class=\"ez-toc-section\" id=\"Talk_to_a_Los_Angeles_pregnancy_discrimination_lawyer\"><\/span>Talk to a Los Angeles pregnancy discrimination lawyer<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Rise Law Firm represents employees throughout California in pregnancy discrimination, leave, retaliation and wrongful termination cases, from chief executives to minimum-wage workers. We have secured millions of dollars for our clients, including recoveries against major companies, government entities, and celebrities, and we are particularly well known for handling high-profile cases. We work on a contingency basis, which means there are no fees or costs unless we recover compensation for you.<\/p>\n<div class=\"rlfp-case\"><p>In one case, we represented a senior development professional at a national nonprofit who was fired about two months before her planned maternity leave. The organization said her position was eliminated when it closed its Los Angeles office. She alleged that, after she announced her pregnancy, a senior manager predicted in front of colleagues that she would not come back after the baby, her vacation request was questioned because of her upcoming maternity leave, and her health insurance was set to end weeks before her due date. The case resolved before trial. Every case is different, and results depend on the facts of each case.<\/p><\/div>\n<p style=\"margin-top:20px\">If you were fired, demoted or pushed out during pregnancy, during leave, or after returning to work, <a href=\"\/contact\/\">contact us to request a free, confidential consultation<\/a>, or call <a href=\"tel:+13107286588\">(310) 728-6588<\/a>. You can learn more on our <a href=\"\/los-angeles-wrongful-termination-attorney\/\">wrongful termination<\/a>, <a href=\"\/los-angeles-family-medical-leave-act-attorney\/\">family and medical leave<\/a>, and <a href=\"\/los-angeles-retaliation-attorney\/\">retaliation<\/a> pages, and in our article on <a href=\"\/fired-on-medical-leave-california\/\">being fired during or after medical leave<\/a>.<\/p>\n<\/div>\n\n<p><em>This page provides general information about California and federal law and is not legal advice. Reading it does not create an attorney-client relationship.<\/em><\/p>\n<\/div>\n<script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Can my employer fire me while I am on pregnancy leave?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Only for a reason that has nothing to do with the pregnancy or the leave, such as a genuine layoff that would have included you anyway. The employer bears the burden of showing that. A termination during or shortly after leave, especially with shifting explanations, is often evidence that the pregnancy or the leave was the real reason.\"}},{\"@type\":\"Question\",\"name\":\"I just started my job. Am I entitled to leave?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"For pregnancy disability leave, yes. It is available from the first day of employment at employers with five or more employees, with no minimum length of service. 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It also gives most pregnant employees protected leave and the&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-pregnancy-discrimination-lawyer\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2163","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Los Angeles Pregnancy Discrimination Lawyer | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"Fired during pregnancy, during leave, or after returning to work? Learn your rights under California law. Contact us to request a free consultation.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.riselawfirm.com\/es\/abogado-de-discriminacion-por-embarazo-en-los-angeles\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Los Angeles Pregnancy Discrimination Lawyer | Rise Law Firm\" \/>\n<meta property=\"og:description\" content=\"Fired during pregnancy, during leave, or after returning to work? Learn your rights under California law. 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