Pregnancy Discrimination
Pregnancy discrimination occurs when an employee is treated unfairly because of pregnancy, childbirth, or a related medical condition. Under both federal law (Title VII of the Civil Rights Act of 1964) and California state law (Fair Employment and Housing Act, or FEHA), employees are entitled to protection from discrimination based on pregnancy. Employers are prohibited from treating
pregnant employees differently from other workers and must offer reasonable accommodations when necessary.
Forms of Pregnancy Discrimination
Pregnancy discrimination can take many forms, including:
- Hiring Discrimination: Being denied a job because of your pregnancy or assumptions about your ability to perform the job.
- Unequal Treatment: Being treated unfairly in terms of job responsibilities, promotions, or benefits due to pregnancy.
- Harassment: Offensive comments or jokes, unwelcome physical contact, or other behavior related to your pregnancy or maternity leave.
- Failure to Provide Accommodations: Not offering reasonable adjustments to help you perform your job if pregnancy-related health issues affect your work.
- Denial of Maternity Leave: Refusing to grant maternity leave or providing less than what is required by law.
- Retaliation: Punishing an employee for asserting their rights related to pregnancy, such as firing, demotion, or reduced responsibilities.
Legal Protections Against Pregnancy Discrimination
Pregnancy discrimination is prohibited under federal and California state law:
- The Pregnancy Discrimination Act (PDA) requires employers to treat pregnancy-related conditions the same as any other medical condition. If accommodations are offered for other medical conditions, they must be offered for pregnancy as well.
- California’s Fair Employment and Housing Act (FEHA) further protects workers, requiring employers to provide reasonable accommodations for pregnant employees, unless doing so would cause undue hardship.
- The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle eligible employees to take up to 12 weeks of unpaid leave for childbirth or bonding with a newborn.
- California Paid Family Leave (PFL) provides paid leave for employees to care for a newborn, adopted, or foster child.
What You Can Do About Pregnancy Discrimination
If you believe you are experiencing pregnancy discrimination, take the following steps:
- Document the Discrimination: Keep a record of discriminatory incidents, including dates, times, and details.
- Notify Your Employer: Report the discrimination or request accommodations through your employer’s formal process and keep written records of your communications.
- File a Complaint: If your employer does not address the issue, file a complaint with the EEOC or DFEH, which can investigate and help you pursue justice.
- Consult an Attorney: If you need legal guidance or support, consult with one of our experienced employment attorneys who can help you understand your rights and navigate the process.
Protecting Your Rights
Regardless of your immigration status, you are entitled to the same protections against pregnancy discrimination as other employees under both federal and state law. Employers cannot discriminate or retaliate based on your pregnancy, and your immigration status has no bearing on your rights in the workplace.
If you’ve experienced pregnancy discrimination, don’t wait to take action. Contact us today to explore your legal options and ensure your rights are fully protected. You have the right to work in a safe, supportive environment, free from discrimination, and the law is there to help you assert those rights.
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Related Practice Areas
Pregnancy Discrimination
Pregnancy discrimination occurs when an employee is treated unfairly because of pregnancy, childbirth, or a related medical condition. Under both federal law (Title VII of the Civil Rights Act of 1964) and California state law (Fair Employment and Housing Act, or FEHA), employees are entitled to protection from discrimination based on pregnancy. Employers are prohibited from treating pregnant employees differently from other workers and must offer reasonable accommodations when necessary.
If you’ve suffered a work injury, it’s critical to understand your rights and the legal protections available to you. In California, employers are prohibited from firing employees due to work-related injuries, and workers have the right to report accidents without fear of retaliation—regardless of immigration status. However, many employees hesitate to report injuries due to concerns about losing their job or facing negative consequences. It's important to know that your employer cannot legally retaliate against you for seeking medical care or filing a workers' compensation claim.
Forms of Pregnancy Discrimination
Pregnancy discrimination can take many forms, including:
- Hiring Discrimination: Being denied a job because of your pregnancy or assumptions about your ability to perform the job.
- Unequal Treatment: Being treated unfairly in terms of job responsibilities, promotions, or benefits due to pregnancy.
- Harassment: Offensive comments or jokes, unwelcome physical contact, or other behavior related to your pregnancy or maternity leave.
- Failure to Provide Accommodations: Not offering reasonable adjustments to help you perform your job if pregnancy-related health issues affect your work.
- Denial of Maternity Leave: Refusing to grant maternity leave or providing less than what is required by law.
- Retaliation: Punishing an employee for asserting their rights related to pregnancy, such as firing, demotion, or reduced responsibilities.
Legal Protections Against Pregnancy Discrimination
Pregnancy discrimination is prohibited under federal and California state law:
- The Pregnancy Discrimination Act (PDA) requires employers to treat pregnancy-related conditions the same as any other medical condition. If accommodations are offered for other medical conditions, they must be offered for pregnancy as well.
- California’s Fair Employment and Housing Act (FEHA) further protects workers, requiring employers to provide reasonable accommodations for pregnant employees, unless doing so would cause undue hardship.
- The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle eligible employees to take up to 12 weeks of unpaid leave for childbirth or bonding with a newborn.
- California Paid Family Leave (PFL) provides paid leave for employees to care for a newborn, adopted, or foster child.
What You Can Do About Pregnancy Discrimination
If you believe you are experiencing pregnancy discrimination, take the following steps:
- Document the Discrimination: Keep a record of discriminatory incidents, including dates, times, and details.
- Notify Your Employer: Report the discrimination or request accommodations through your employer’s formal process and keep written records of your communications.
- File a Complaint: If your employer does not address the issue, file a complaint with the EEOC or DFEH, which can investigate and help you pursue justice.
- Consult an Attorney: If you need legal guidance or support, consult with one of our experienced employment attorneys who can help you understand your rights and navigate the process.
Protecting Your Rights
Regardless of your immigration status, you are entitled to the same protections against pregnancy discrimination as other employees under both federal and state law. Employers cannot discriminate or retaliate based on your pregnancy, and your immigration status has no bearing on your rights in the workplace.
If you’ve experienced pregnancy discrimination, don’t wait to take action. Contact us today to explore your legal options and ensure your rights are fully protected. You have the right to work in a safe, supportive environment, free from discrimination, and the law is there to help you assert those rights. 
Injuries at work can occur in a variety of ways, including but not limited to:
- Slips, trips, and falls due to unsafe work conditions
- Repetitive stress injuries from repetitive motions or improper ergonomics
- Lifting injuries from heavy or improperly handled materials
- Vehicle accidents for employees who drive as part of their job
- Exposure to toxic chemicals or hazardous materials that lead to long-term health issues
- Machinery accidents and injuries caused by defective or poorly maintained equipment
Failing to report an injury immediately could hurt both your health and your legal case. Timely medical treatment is vital for your recovery, and it also helps to document the severity of the injury. Moreover, if you wait too long to report the injury or file a claim, it can create difficulties in securing compensation or medical benefits, as the employer or insurer may argue that the injury was not work-related or that it’s too late to file a claim.
Seeking legal assistance from an attorney is essential for navigating this complex process. An experienced work injury lawyer can help ensure that your rights are protected, assist with filing a workers' compensation claim, and fight to get you the compensation you deserve for medical bills, lost wages, and pain and suffering. An attorney can also help if your injury involves third-party liability, such as accidents caused by defective equipment or negligence by another company.
The Law Protects Everyone Regardless of Their Immigration Status.
Remember that regardless of your legal status, you have the right as a worker to defend yourself and receive compensation for a work-related accident you have suffered.
Not having papers is not an impediment to receive legal and/or medical help in case you need it. The important thing is not to let time go by as this could affect your case, act as soon as possible and contact us for legal assistance. Let our experienced legal team help preserve your rights and ensure your case is handled effectively.
Case Review
Consultations are FREE! No fees unless we win your case.
Contact Us
We will get back to you as soon as possible.
Please try again later.
Case Review
Consultations are FREE! No fees unless we win your case.
Contact Us
We will get back to you as soon as possible.
Please try again later.
Related Practice Areas
Related Practice Areas
Pregnancy Discrimination
Pregnancy discrimination occurs when an employee is treated unfairly because of pregnancy, childbirth, or a related medical condition. Under both federal law (Title VII of the Civil Rights Act of 1964) and California state law (Fair Employment and Housing Act, or FEHA), employees are entitled to protection from discrimination based on pregnancy. Employers are prohibited from treating pregnant employees differently from other workers and must offer reasonable accommodations when necessary.
Forms of Pregnancy Discrimination
Pregnancy discrimination can take many forms, including:
- Hiring Discrimination: Being denied a job because of your pregnancy or assumptions about your ability to perform the job.
- Unequal Treatment: Being treated unfairly in terms of job responsibilities, promotions, or benefits due to pregnancy.
- Harassment: Offensive comments or jokes, unwelcome physical contact, or other behavior related to your pregnancy or maternity leave.
- Failure to Provide Accommodations: Not offering reasonable adjustments to help you perform your job if pregnancy-related health issues affect your work.
- Denial of Maternity Leave: Refusing to grant maternity leave or providing less than what is required by law.
- Retaliation: Punishing an employee for asserting their rights related to pregnancy, such as firing, demotion, or reduced responsibilities.
Legal Protections Against Pregnancy Discrimination
Pregnancy discrimination is prohibited under federal and California state law:
- The Pregnancy Discrimination Act (PDA) requires employers to treat pregnancy-related conditions the same as any other medical condition. If accommodations are offered for other medical conditions, they must be offered for pregnancy as well.
- California’s Fair Employment and Housing Act (FEHA) further protects workers, requiring employers to provide reasonable accommodations for pregnant employees, unless doing so would cause undue hardship.
- The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle eligible employees to take up to 12 weeks of unpaid leave for childbirth or bonding with a newborn.
- California Paid Family Leave (PFL) provides paid leave for employees to care for a newborn, adopted, or foster child.
What You Can Do About Pregnancy Discrimination
If you believe you are experiencing pregnancy discrimination, take the following steps:
- Document the Discrimination: Keep a record of discriminatory incidents, including dates, times, and details.
- Notify Your Employer: Report the discrimination or request accommodations through your employer’s formal process and keep written records of your communications.
- File a Complaint: If your employer does not address the issue, file a complaint with the EEOC or DFEH, which can investigate and help you pursue justice.
- Consult an Attorney: If you need legal guidance or support, consult with one of our experienced employment attorneys who can help you understand your rights and navigate the process.
Protecting Your Rights
Regardless of your immigration status, you are entitled to the same protections against pregnancy discrimination as other employees under both federal and state law. Employers cannot discriminate or retaliate based on your pregnancy, and your immigration status has no bearing on your rights in the workplace.
If you’ve experienced pregnancy discrimination, don’t wait to take action. Contact us today to explore your legal options and ensure your rights are fully protected. You have the right to work in a safe, supportive environment, free from discrimination, and the law is there to help you assert those rights.
Case Review
Consultations are FREE! No fees unless we win your case.
Contact Us
We will get back to you as soon as possible.
Please try again later.
Related Practice Areas
Contact Us
Consultations are FREE! No fees unless we win your case.
Contact Us
We will get back to you as soon as possible.
Please try again later.
Getting Started
My Employment Attorney, a division of Lexicon Law, is dedicated to protecting workers' rights by fighting against employer exploitation, wage theft, discrimination, and unsafe work conditions—regardless of immigration status or background.
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Getting Started
My Employment Attorney, a division of Lexicon Law, is dedicated to protecting workers' rights by fighting against employer exploitation, wage theft, discrimination, and unsafe work conditions—regardless of immigration status or background.
Practice Areas
Resources
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