Pregnancy Discrimination Attorney in Los Angeles

What Is Pregnancy Discrimination?

Pregnancy discrimination occurs when an employer treats you differently because you’re pregnant, planning to become pregnant, or dealing with a pregnancy-related medical condition. It can affect your ability to get hired, promoted, or even to keep your job.

The Pregnancy Discrimination Act (PDA) makes this treatment illegal. The law prohibits demotion, termination, or denial of opportunities due to pregnancy, childbirth, or related health conditions.

Pregnancy-related health issues such as gestational diabetes, preeclampsia, or hyperemesis gravidarum are also protected under the PDA and, in many cases, the Americans with Disabilities Act (ADA). California laws add additional protections, making it illegal to deny leave or provide fewer benefits than those offered for other health conditions.

Your Rights Under California & Federal Law

One reason Los Angeles women are better protected than many others is the overlap of federal and California state laws. Together, they provide some of the strongest protections for expecting mothers in the country.

• Pregnancy Discrimination Act (PDA): Prevents discrimination based on pregnancy, childbirth, or related conditions.
• Americans with Disabilities Act (ADA): Protects against discrimination when pregnancy creates medical complications.
• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for qualifying employees.
• California Family Rights Act (CFRA): Adds another 12 weeks of unpaid, job-protected leave, often extending beyond FMLA.
• Pregnancy Disability Leave Law (PDLL): Guarantees up to four months of job-protected leave if you’re unable to work due to pregnancy or childbirth.

California employees often qualify for more than six months of protected leave when these laws are combined.

Examples of Pregnancy Discrimination in Los Angeles

Employers don’t always admit to discrimination. Instead, they hide behind excuses like “budget cuts” or “business needs.” Examples include:

• Refusing reasonable accommodations like modified duties or flexible schedules.
• Forcing you to take leave before your doctor recommends.
• Denying promotions or advancement opportunities because of assumptions about your ability to return.
• Refusing to reinstate you after pregnancy leave.
• Ongoing harassment or retaliatory behavior that makes the workplace intolerable.
• Targeting pregnant workers for layoffs while keeping less qualified, non-pregnant employees.

As California courts have said:

“An employer’s freedom to consolidate or reduce its workforce…does not mean it may use the occasion as a convenient opportunity to get rid of protected workers.” – Kelly v. Stamps.com Inc., (2005) 135 Cal.App.4th 1088, 1098.

How Do You Prove Pregnancy Discrimination?

Pregnancy discrimination cases are often proven with a combination of evidence:

• Proof your employer knew about your pregnancy or intent to take leave.
• Written communications (emails, texts, doctor’s notes).
• Direct admissions or inappropriate comments by supervisors.
• Evidence showing the employer’s stated reason for termination doesn’t hold up.
• Patterns of mistreatment after you disclosed your pregnancy.
• Testimony about how other pregnant employees were treated.

Strong cases often come down to the details. Even without direct admissions, consistent documentation and patterns of behavior can prove bias.

Steps to Take if You Suspect Pregnancy Discrimination

Competitors that rank well often include practical “what to do” advice. Here’s what to do right away:

• Document everything. Save emails, texts, and HR complaints.
• Ask for accommodations in writing. This creates a clear paper trail.
• Track your performance. Hold onto reviews or praise from supervisors.
• Seek legal advice early. An attorney can help you avoid mistakes that weaken your case.

How Much Can You Recover in a Pregnancy Discrimination Case?

There is no one-size-fits-all answer. Cases may resolve for tens of thousands or, in severe situations, millions. Damages can include:

• Lost wages and benefits (such as health coverage and retirement contributions).
• Emotional distress damages for anxiety, depression, or humiliation.
• Future lost wages if your career path was disrupted.
• Punitive damages in egregious cases.

Some cases resolve quickly through severance negotiations. Others settle after a lawsuit is filed, or proceed to trial. We help you evaluate the best path forward for your situation.

How Common Is Pregnancy Discrimination?

The EEOC receives thousands of pregnancy discrimination complaints each year — over 3,400 in a recent year alone. California employees also file hundreds of cases annually with the state’s Department of Fair Employment and Housing (DFEH).

Why Choose Employee Rights Attorney Group

• Proven Experience: Diana Gevorkian is a top Los Angeles pregnancy discrimination lawyer with a history of successful results.
• Selective Caseload: We keep our caseload limited so every client gets personal attention.
• Compassionate Advocacy: We understand the emotional weight of these cases and treat every client with dignity.
• Aggressive Litigation: We combine strategy with persistence to hold employers accountable.
• No Fees Unless We Win: Our contingency model ensures you pay nothing out-of-pocket.

How Long Does a Pregnancy Discrimination Case Take?

Timelines vary. Some clients prefer a quick, confidential settlement, while others are prepared for longer litigation. The process depends on your employer’s willingness to negotiate and the complexity of your claims.

Our role is to listen, understand your goals, and design a strategy that makes you feel confident — whether that means a faster resolution or a longer fight for maximum recovery.

Compassionate. Effective. Legal Representation.

If you’ve been harassed, denied accommodations, wrongfully terminated, or retaliated against because of pregnancy, we can help. Call us for a free, confidential consultation today.