{"id":4474,"date":"2024-09-11T19:32:40","date_gmt":"2024-09-11T19:32:40","guid":{"rendered":"https:\/\/liberationlawgroup.com\/pregnancy-discrimination-and-your-right-to-maternity-leave-as-a-worker-in-california\/"},"modified":"2026-11-05T15:49:38","modified_gmt":"2026-11-05T15:49:38","slug":"pregnancy-discrimination-and-your-right-to-maternity-leave-as-a-worker-in-california","status":"publish","type":"post","link":"https:\/\/liberationlawgroup.com\/en\/pregnancy-discrimination-and-your-right-to-maternity-leave-as-a-worker-in-california\/","title":{"rendered":"Pregnancy Discrimination and Your Right to Maternity Leave as a Worker in California"},"content":{"rendered":"\nLawyer for pregnancy discrimination in San Francisco\n\nIn California, pregnant employees are protected by law against harassment and discrimination in the workplace. They have the right to reasonable accommodations for their pregnancy, such as being reassigned to a less physically demanding position, and they can also take maternity leave for the birth of their child. In addition, new parents have the right to take up to 12 weeks of unpaid parental leave to be with their newborn, under California Government Code Section 12945.2(c)(2)(A). That\u2019s what the law says, but it isn\u2019t always applied that way. So if you\u2019re having problems at work because of your pregnancy, it\u2019s best to speak with an employment and employment lawyer right away by calling (888)442-2642. In this article, we\u2019ll first talk about your rights as a pregnant worker and what you can do if you\u2019re being harassed or pressured at work. \n\nHave You Suffered Discrimination or Harassment Due to Pregnancy?<\/strong>\n\nAt Attorneys for Workers<\/strong>, headed by employment attorney Arlo Uriarte, we have extensive experience representing clients who have suffered discrimination during and because of their pregnancy. Here is an example of a case won for a worker fired for pregnancy.<\/a> Likewise, if they have suffered harassment and denial of time off for maternity leave. Attorney Arlo Uriarte and his entire legal team are committed to obtaining favorable results for our clients in San Francisco and throughout the San Francisco Bay Area for those Hispanic women discriminated against at work for being pregnant. \n\nIf you believe you have been treated unfairly at work due to your pregnancy, contact us for a free consultation and explain the situation<\/strong>. We work on a contingency fee basis, which means we only charge if we are successful in recovering compensation for you. Filing a discrimination lawsuit is a process, but it starts if you pick up the phone and call us while you are being harassed. \n\nYour Rights During Pregnancy in California<\/strong>\n\nMany employees are not fully aware of their legal rights related to pregnancy in the workplace. At Attorneys for Workers<\/strong>, we believe in empowering our clients with information. That’s why we write information about the rights of pregnant workers explaining your protections under California law. \n\nHarassment due to Pregnancy at work<\/strong>\n\nIt\u2019s illegal for employers or coworkers to harass employees because of pregnancy. Unfortunately, we\u2019ve seen many cases where women were subjected to offensive comments, treated unfairly, or fired for being pregnant. This kind of behavior is not only inappropriate, it\u2019s also illegal. If you\u2019ve experienced harassment, or you were wrongfully fired for being pregnant, don\u2019t hesitate to contact Workers\u2019 Lawyer<\/strong> by calling (888)442-2642 to get legal help right away. Attorney Arlo Uriarte and his entire Spanish-speaking team will fight to make sure you\u2019re treated with the dignity and respect you deserve. \n\nDiscrimination by the company due to your pregnancy<\/strong>\n\nEmployers cannot fire, demote, or refuse to hire a woman because of her pregnancy or plans to become pregnant. If your employer has taken any negative action against you because of your pregnancy, they are violating Section 12945 of the California Government Code, and you may have a legal case. For more information, if you have a pregnancy-related case and questions or want to know whether you can file a lawsuit, call attorney Arlo Uriarte, an employment and employment lawyer in San Francisco, at (888)442-2642 for a free consultation. \n\nYour Right to Reasonable Accommodations During Pregnancy<\/strong>\n\nIf a pregnant employee, along with her health care provider, requests reasonable accommodations at work, the employer is legally obligated to provide them unless they represent an undue hardship. This may include reassignments to a less demanding position or other adjustments to ensure a safe and healthy work environment. \n\nRight to a Less Demanding Position During Pregnancy<\/strong>\n\nWhen recommended by a health care provider, an employer must transfer a pregnant worker to a less demanding position, provided there is a position available and that they are jobs that allow it. Employers are not required to create new positions or fire other employees, but they must reasonably accommodate requests when possible. \n\nPregnancy Leave in California<\/strong>\n\nUnder California law, women who are disabled due to pregnancy, childbirth, or related medical conditions are entitled to take up to four months of maternity leave. During this time, employees can use accrued vacation time. After maternity leave, the employee must be reinstated to her original position or a comparable one, provided she can still perform her job duties. \n\nCan You Resign if Working Conditions Become Intolerable?<\/strong>\n\nIn extreme cases where working conditions become unbearable, employees may have the legal right to resign and file a claim for constructive discharge. However, this decision should not be taken lightly. It is important to document your complaints through the formal channels in your workplace before taking this step. Before taking any steps towards a complaint, contact us and get advice from our attorneys about your situation. \n\nWhat to Do if You Have Been Treated Unfairly at Work Due to Your Pregnancy<\/strong>\n\nMany companies have established procedures for reporting unsafe or discriminatory working conditions. It is crucial to follow these steps and maintain a written record of your actions. Failure to do so could affect your ability to recover damages when filing a lawsuit. In cases of discrimination or harassment due to pregnancy, acting promptly is key to protecting your rights. \n\nStatute of Limitations for Cases of Pregnancy Discrimination or Termination Due to Pregnancy\n\nThe statute of limitations is the time you have to file a lawsuit or claim after being the victim of an illegal action, such as pregnancy discrimination or termination. If you do not file your case within the established deadline, you could lose your right to seek compensation or justice through the courts. \n\nDeadlines for Filing a Claim for Discrimination or Termination Due to Pregnancy<\/strong>\n\nIn California, if you have suffered discrimination for being pregnant or have been terminated due to your pregnancy, you can file a claim under the Fair Employment and Housing Act (FEHA). The most common deadlines for taking action include: \n\n\nComplaint to the Department of Fair Employment and Housing (DFEH):<\/strong>\n\n\n\nClaims for discrimination based on pregnancy must be filed with the California Department of Fair Employment and Housing (DFEH)<\/strong> within one year<\/strong> from the incident of discrimination. This is the first step before being able to file a lawsuit in court. Filing a complaint with the DFEH is crucial for the legal process to begin. \n\n\n\nRight-to-Sue Letter:<\/strong>\n\n\n\nAfter filing your complaint with the DFEH, you can request a “Right-to-Sue Letter”. This gives you the right to file a civil lawsuit in court. Once you receive this letter, you have one additional year<\/strong> to file the formal lawsuit in the California courts. \n\n\n\nLawsuits for Wrongful Termination:<\/strong>\n\n\n\nIf you have been terminated due to your pregnancy, you can also file a lawsuit for wrongful termination or violation of employment rights law. Generally, lawsuits for wrongful termination follow the same deadline as those for pregnancy discrimination, and must be filed within one year<\/strong> of the date of termination. \n\n\nExceptions and Special Circumstances<\/strong>\n\nIn some cases, there may be exceptions to this one-year deadline. For example:\n\n\nContinuation of Harassment or Discrimination:<\/strong> If the harassment or discrimination continues over time, the one-year deadline could begin from the last incident of discrimination, which is known as a “continuing violation”.\n\n\n\nExceptions for Mental or Physical Disability:<\/strong> If a person is unable to file the claim due to a mental or physical disability, the deadline may be extended.\n\n\nHow to Protect Your Rights<\/strong>\n\nIf you believe you have been discriminated against or terminated for your pregnancy, it is essential to act quickly. Here are some steps you can take to protect your rights: \n\n\nDocument the incidents:<\/strong> Write down the details of any discrimination, harassment, or termination you experience, including the dates, what was said or done, and who was involved.\n\n\n\nInform your employer:<\/strong> If possible, follow your employer’s reporting procedures to notify them about the harassment or discrimination.\n\n\n\nConsult a specialized attorney:<\/strong> Talking to an employment discrimination attorney will help you better understand your rights and the steps to take. An attorney can help you file a claim with the DFEH and guide you in the process of obtaining compensation. \n\n\nWhat Happens if You Miss the Statute of Limitations Deadline<\/strong>\n\nIf you do not file your claim within the legal deadline, you could lose your right to sue. This means that you will not be able to obtain compensation for lost wages, emotional damages, or any other type of remedy that you could have received if you had filed your case on time. Therefore, it is vital to act quickly if you suspect that you have been discriminated against for being pregnant or if you have been wrongfully terminated. \n\nExamples of pregnancy disputes in San Francisco, California:\n\n\nEEOC vs. California Car Dealership (2012) <\/strong>\n\n\nIn this case, the Equal Employment Opportunity Commission (EEOC)<\/strong> filed a lawsuit against a car dealership in California that fired an employee after learning she was pregnant. The employee had worked at the company for several years, but after informing her supervisors of her pregnancy, she was quickly fired. The EEOC argued that this was a clear case of pregnancy discrimination, violating the Pregnancy Discrimination Act (PDA)<\/strong>. \n\nFinally, the dealership settled the case by paying $400,000<\/strong> to the employee and agreeing to implement changes in its business policies to prevent future incidents of discrimination.\n\nKey lesson:<\/strong> Firing or taking negative actions against an employee solely because of her pregnancy is a violation of both federal and California state law.\n\n2. Case Against Pacific Bell (2009)<\/strong>\n\nIn another significant case, a group of women employees sued Pacific Bell<\/strong> in California, alleging that the company refused to grant them reasonable accommodations during their pregnancy, such as lighter duties, despite medical recommendations. The women alleged that the company forced them to continue with their usual tasks, which were physically demanding, or face being fired. As a result, many of the employees suffered injuries and were forced to take unpaid leave early. \n\nThe court ruled in favor of the plaintiffs, finding that Pacific Bell failed to provide the reasonable accommodations required under the California Fair Employment and Housing Act (FEHA)<\/strong>. The women received significant compensation<\/strong> and Pacific Bell was ordered to revise its accommodation policies. \n\nKey lesson:<\/strong> Employers in California are required to provide reasonable accommodations to pregnant employees, including reassignments to less demanding positions when medically necessary.\n\n3. Lawsuit Against Sierra Pacific Industries (2016)<\/strong>\n\nA case involving Sierra Pacific Industries<\/strong>, a large lumber company, was filed when an employee alleged that she was fired shortly after informing her employer about her pregnancy. The woman had been employed at the company for several years, but was fired only weeks after announcing her pregnancy. The company claimed that her dismissal was part of a broader reduction in staff. \n\nHowever, the timing of the dismissal raised suspicions and a lawsuit was filed. The court found that the company violated the Pregnancy Discrimination Act and the California Family Rights Act (CFRA)<\/strong> by firing her due to her pregnancy. The employee received back wages and damages, and Sierra Pacific Industries was forced to update its policies to ensure compliance with pregnancy discrimination laws. \n\nKey lesson:<\/strong> Employers must be cautious when making employment decisions, such as dismissals, when there is a pregnant employee involved, as these actions can lead to lawsuits if it is believed that the pregnancy was the reason.\n\n4. Lawsuit Against a Hospital (2014)<\/strong>\n\nIn another case in San Francisco, a hospital was sued by a nurse who claimed that she was repeatedly denied reasonable accommodations during her pregnancy, such as limiting heavy lifting and prolonged shifts. The nurse was forced to take unpaid leave at the start of her pregnancy and, after giving birth, was denied reinstatement to her original position. \n\nThe lawsuit was based on violations of both state and federal laws, including California’s Pregnancy Disability Leave Law (PDLL)<\/strong> and the federal Family and Medical Leave Act (FMLA)<\/strong>. The court found that the hospital had violated the nurse’s rights and awarded her both compensatory and punitive damages. \n\nKey lesson:<\/strong> Employers in California are required to provide reasonable accommodations, such as reducing physical activity, and cannot retaliate by denying reinstatement after pregnancy leave.\n\n5. Lawsuit Against a Nursing Home Chain (2021)<\/strong>\n\nIn this recent case, a group of employees filed a class action lawsuit against a nursing home chain<\/strong> in California, alleging systemic pregnancy discrimination. According to the lawsuit, the company regularly denied pregnant employees the right to take time off for medical appointments and forced some of them to resign or take unpaid leave early. The plaintiffs also claimed that the company created a hostile work environment for pregnant employees by pressuring them to resign. \n\nThe case is still ongoing, but it has drawn attention to the importance of enforcing pregnancy discrimination laws in industries where women often perform physically demanding jobs.\n\nKey takeaway:<\/strong> Class action lawsuits can arise when several employees face systemic discrimination. In California, these lawsuits can have significant legal and financial consequences for companies that do not comply with reasonable accommodation laws during pregnancy. \n\nThese cases illustrate the types of pregnancy-related disputes that frequently occur in California workplaces, particularly regarding wrongful termination, failure to provide reasonable accommodations, and hostile work environments. They underscore the importance of following state and federal laws on pregnancy discrimination and leave. \n\nLegal Protections for Pregnant Women in California<\/strong>\n\nIn California, state and federal laws offer robust protections to pregnant women against discrimination, harassment, and wrongful termination. These protections are designed to ensure that women do not face negative employment consequences simply for being pregnant or planning a pregnancy. \n\n\nFair Employment and Housing Act (FEHA)<\/strong>\n\n\nThe California Fair Employment and Housing Act (FEHA)<\/strong> is one of the state’s most comprehensive laws protecting pregnant women. This law prohibits workplace discrimination based on pregnancy, childbirth, or related medical conditions. Under FEHA, it is illegal for an employer to take negative action against an employee because of her pregnancy, such as: \n\n\nFiring her\n\n\n\nDenying her a promotion\n\n\n\nRefusing to hire her\n\n\n\nReducing her work hours or salary\n\n\nIn addition, FEHA requires employers to provide reasonable accommodations<\/strong> for pregnant women. This may include lighter duties or changes in work schedules to reduce physical strain. \n\n\nCalifornia Family Rights Act (CFRA)<\/strong>\n\n\nThe California Family Rights Act (CFRA)<\/strong> grants employees the right to take up to 12 weeks of unpaid leave<\/strong> for the birth of a child or to attend to their own serious health condition, including pregnancy. During this time, the employer must continue to offer the same health benefits that were received before the leave. \n\n\nPregnancy Disability Leave Law (PDLL)<\/strong>\n\n\nThe Pregnancy Disability Leave Law (PDLL)<\/strong> allows pregnant employees to take up to four months of leave<\/strong> if they are disabled by pregnancy, childbirth, or a related medical condition. This leave is in addition to the leave granted by the CFRA, which means that, in total, a woman can take up to seven months of legally protected leave<\/strong> in some circumstances. \n\n\nPregnancy Discrimination Act (PDA)<\/strong>\n\n\nThe Pregnancy Discrimination Act (PDA)<\/strong> is a federal law that prohibits discrimination based on pregnancy, childbirth, or related medical conditions. The PDA ensures that pregnant employees are treated the same as other employees with similar limitations in their ability to work. This includes providing reasonable accommodations<\/strong> if the employer already offers such accommodations for other temporarily disabled employees. \n\nActions to Take if You Face Discrimination or Termination Due to Pregnancy<\/strong>\n\n\nDocumenting Harassment or Discrimination<\/strong>\n\n\nIt is essential to document any incidents of harassment or discrimination related to your pregnancy. This includes taking notes on the dates, comments made, and any actions taken against you. If possible, keep emails, text messages, or other evidence that may demonstrate the mistreatment. \n\n\nInforming Human Resources<\/strong>\n\n\nMany companies have established procedures for filing formal complaints. It is important to follow these procedures and notify Human Resources<\/strong> about any unfair treatment. This creates a record of your complaint, which can be helpful if you decide to take legal action later. \n\n\nFiling a Claim with the DFEH<\/strong>\n\n\nIf you believe you have been discriminated against, terminated, or harassed due to your pregnancy, you can file a claim with the California Department of Fair Employment and Housing (DFEH)<\/strong>. You have one year<\/strong> from the date of the incident to file this claim. \n\n\nThe DFEH will investigate your case and may attempt a voluntary resolution between you and your employer.\n\n\n\nIf the DFEH finds evidence of discrimination, you may receive a right-to-sue letter<\/strong>, which will allow you to file a lawsuit in court.\n\n\n\nSuing Your Employer<\/strong>\n\n\nOnce you receive the right-to-sue letter, you can file a formal lawsuit against your employer in court. It is often advisable to consult with an attorney specializing in employment law<\/strong> before initiating a lawsuit, as they can guide you through the legal process and increase your chances of success. \n\nDamages Available in Pregnancy Discrimination Cases<\/strong>\n\nIf your pregnancy discrimination lawsuit is successful, you can recover several types of compensation, including:\n\n\nBack wages<\/strong>: the salary you lost due to termination or discrimination.\n\n\n\nCompensatory damages<\/strong>: to cover financial losses and emotional distress caused by the discrimination.\n\n\n\nPunitive damages<\/strong>: in extreme cases, the court may order the employer to pay additional damages as punishment.\n\n\n\nReinstatement of employment<\/strong>: in some cases, the court may order that you be reinstated to your job.\n\n\nSpeak with a Pregnancy Discrimination Attorney in San Francisco<\/strong>\n\nIf you believe you have been discriminated against or harassed due to your pregnancy, contact Attorneys for Workers<\/strong> today for a free consultation. Our bilingual team is ready to assist Spanish-speaking clients in protecting their legal rights under California law. \n\nCall us at (888)442-2642<\/strong> or contact us online through our contact form. Remember, you have limited time to file a claim, so don\u2019t wait to get legal advice! Attorney Arlo Uriarte and his entire legal team in San Francisco are available to help you and listen to your case. \n\nThis blog is dedicated to providing essential information about the employment rights of pregnant women in California<\/a>, focusing on protection against discrimination and wrongful termination due to pregnancy. Here you will find legal resources, explanations of laws such as the Fair Employment and Housing Act (FEHA) and the Pregnancy Disability Leave Law (PDLL), as well as guides on how to file claims with the DFEH and the deadlines for taking legal action. If you are facing discrimination or harassment for being pregnant, our team of employment attorneys in San Francisco is here to help you protect your rights. \nHow Pregnancy Discrimination Affects Hispanic Workers\nAt Liberation Law Group, we\u2019ve seen a consistent pattern: pregnant Hispanic workers are especially vulnerable to discrimination because employers assume they don\u2019t know their rights, that fear of unemployment during pregnancy will keep them quiet, or that their immigration circumstances make them easier to fire. That calculation is wrong\u2014and costly for the employers who do it. \nThe industries where we most often see pregnancy discrimination against Hispanic workers in Northern California: restaurants and hotels in the Napa Valley<\/a> and Santa Rosa<\/a>, domestic work in Marin County<\/a> and San Mateo County<\/a>, farmworkers in Monterey County<\/a> and Watsonville<\/a>, and manufacturing and food-processing workers in Solano County<\/a>.\nThe Rancho Gordo case in Napa\u2014where a jury found for a pregnant worker who was wrongfully fired\u2014is an example of what can happen when a worker decides to take action. The court later ordered a new trial, so it is not a final recovery. Read about that pregnancy discrimination case in Napa<\/a>. \n\nWere you discriminated against or fired for being pregnant?\nAttorney Arlo Uriarte<\/strong> can review your case today\u2014free, in Spanish, confidential. 1-888-442-2642<\/strong> \u2014 free consultation here<\/a>.\n\nFrequently Asked Questions \u2014 Pregnancy Discrimination in California\n\n\nCan my employer fire me for being pregnant in California?\nNo. Pregnancy discrimination\u2014including being fired for being pregnant, for taking maternity leave, or for pregnancy-related complications\u2014is completely illegal under California\u2019s FEHA and the federal Pregnancy Discrimination Act. If you were fired after announcing your pregnancy, or if the employer made negative comments about your pregnancy before the termination, there is a strong presumption of discrimination. A lawyer can evaluate whether your termination was illegal. Call 1-888-442-2642<\/strong>.\n\n\nHow much leave am I entitled to during and after pregnancy?\nIn California, you may have multiple leaves that can be combined: Pregnancy Disability Leave (PDL) gives you up to 4 months for pregnancy- or childbirth-related disability. The California Family Rights Act (CFRA) gives you up to 12 additional weeks to bond with your newborn. State Disability Insurance (SDI) may provide partial pay during PDL. California Paid Family Leave (PFL) provides pay during part of CFRA leave. In total, many California employees are entitled to up to 7 months of leave between PDL and CFRA. Call 1-888-442-2642<\/strong> to find out exactly what you\u2019re entitled to in your situation. \n\n\nDoes my employer have to provide reasonable accommodations during pregnancy?\nYes. In California, employers are required to provide reasonable accommodations for pregnancy-related conditions. This can include: lighter duty, an extra chair if your job is normally standing, additional bathroom breaks, a modified schedule for medical appointments, or working from home in some circumstances. The employer must engage with you in good faith to identify possible accommodations\u2014they can\u2019t simply say \u201cno.\u201d If your employer refused to provide reasonable accommodations during pregnancy, that may be discrimination. Call 1-888-442-2642<\/strong>.\n\n\nCan I sue if I was denied a promotion because I\u2019m pregnant?\nYes. Pregnancy discrimination isn\u2019t limited to termination. If you were denied a promotion, a better position, a raise, or any other workplace benefit because you\u2019re pregnant or because you took maternity leave, that is illegal discrimination. The fact that you\u2019re still employed doesn\u2019t eliminate the claim\u2014you have the right to have your pregnancy not negatively affect any part of your career. A lawyer can evaluate whether the denial of a promotion was discriminatory. Call 1-888-442-2642<\/strong>.\n\n\nHow much can a pregnancy discrimination case be worth in California?\nPregnancy discrimination cases in California may include: lost wages from the termination or denial of the benefit, the value of lost benefits, emotional distress damages for the stress during pregnancy, punitive damages in cases of particularly serious misconduct, and attorney\u2019s fees paid by the employer. In similar cases, we\u2019ve seen recoveries that vary with the circumstances of each case depending on the circumstances. A free evaluation can give you a more specific estimate. Call 1-888-442-2642<\/strong>.\n\n\nHow long do I have to file a pregnancy discrimination claim?\nYou have 3 years from the most recent discriminatory act to file a claim under California\u2019s FEHA. If the termination or discriminatory action was less than 3 years ago, you can still take action. If it was longer ago, there are situations where options may still exist\u2014a lawyer can evaluate them. Don\u2019t wait longer than you need to\u2014act today. Call 1-888-442-2642<\/strong>.\n\n\nCan my employer cut my pay when I return from maternity leave?\nNo. When you return from legally protected pregnancy or maternity leave, you have the right to return to the same position\u2014or a comparable position\u2014with the same pay and benefits. If your employer brings you back to an inferior role, with fewer responsibilities, or with lower pay after your leave, that is pregnancy discrimination. It\u2019s also discrimination if they fire you before you return from leave claiming your position was \u201celiminated\u201d\u2014especially if the position was filled by someone else. Call 1-888-442-2642<\/strong>.\n\n\nDoes Liberation Law Group handle pregnancy discrimination cases outside San Francisco?\nYes. We represent workers throughout the region: San Francisco, Oakland, San Jose, Sonoma County<\/a>, Marin County<\/a>, Napa County<\/a>, Watsonville<\/a>, and the entire Central Coast. Call 1-888-442-2642<\/strong>\u2014\n\n\nYour Pregnancy Shouldn\u2019t Cost You Your Job \u2014 Act Today\nNo worker should have to choose between their career and their family. If you experienced pregnancy discrimination, Liberation Law Group is here to stand up for you. Call 1-888-442-2642<\/strong> or fill out our free form<\/a>. Attorney Arlo Uriarte<\/strong> is ready\u2014in Spanish, at no cost. \n\nLiberation Law Group \u2014 Attorneys for Workers\n2760 Mission Street 2nd floor, San Francisco, CA 94110\n1-888-442-2642<\/strong>\nFree Consultation in English or Spanish \u2014 No Obligation \u2014 No Fee Until We Win<\/a>\n\n{“@context”:”https:\/\/schema.org”,”@type”:”FAQPage”,”mainEntity”:[{“@type”:”Question”,”name”:”How long do I have to file a claim?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Wage theft: 3 years (4 under UCL). FEHA discrimination: 3 years. PAGA: 1 year. Act quickly to preserve evidence.”}},{“@type”:”Question”,”name”:”How much does it cost?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Nothing up front. We work on contingency. In successful cases the employer pays attorney fees. Free consultation.”}},{“@type”:”Question”,”name”:”Can my employer retaliate against me?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”No. Retaliation is illegal and adds compensation to your case. Call 1-888-442-2642.”}},{“@type”:”Question”,”name”:”Do undocumented workers have rights?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Yes. California Labor Code Section 7285. Complete confidentiality under attorney-client privilege.”}},{“@type”:”Question”,”name”:”Do I have to go to court?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Not necessarily. Most cases resolve through negotiation. But we are ready to litigate when necessary.”}},{“@type”:”Question”,”name”:”Do you serve clients in Spanish?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Yes. Entire team is fluent in English and Spanish. No external translators. 1-888-442-2642.”}},{“@type”:”Question”,”name”:”Do you serve the entire region?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”Yes. San Francisco, Oakland, San Jose, Sonoma, Marin, Napa, and more. 1-888-442-2642.”}},{“@type”:”Question”,”name”:”How do I contact Liberation Law Group?”,”acceptedAnswer”:{“@type”:”Answer”,”text”:”1-888-442-2642. 2760 Mission St, San Francisco. Online contact form. Free consultation.”}}]}\n","protected":false},"excerpt":{"rendered":"

Lawyer for pregnancy discrimination in San Francisco In California, pregnant employees are protected by law against harassment and discrimination in the workplace. They have the right to reasonable accommodations for their pregnancy, such as being reassigned to a less physically demanding position, and they can also take maternity leave for the birth of their child. […]<\/p>\n","protected":false},"author":1,"featured_media":4475,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[739],"tags":[1081,1079,1080,1084,1089,744,861,1083,1077,1071,1078,1085,1086,1070,1072,1075,1069,1088,1087,1074,1076,1082,1073],"class_list":["post-4474","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labor-discrimination","tag-california-fair-employment-and-housing-act-feha","tag-california-pregnancy-disability-leave-law","tag-claims-for-termination-during-pregnancy","tag-complaint-to-the-dfeh-for-discrimination","tag-consult-a-pregnancy-lawyer","tag-discrimination-attorney-california","tag-discrimination-attorney-san-francisco","tag-labor-lawyer-for-pregnant-women","tag-labor-rights-attorney-for-pregnant-women","tag-labor-rights-of-pregnant-women","tag-legal-protection-for-pregnancy-in-california","tag-maternity-rights-at-work","tag-pregnancy-discrimination-act-pda","tag-pregnancy-discrimination-in-california","tag-pregnancy-discrimination-lawyer-in-san-francisco","tag-pregnancy-harassment-in-the-workplace","tag-pregnancy-labor-lawsuit","tag-pregnancy-leave-in-california","tag-protection-against-termination-due-to-pregnancy","tag-protection-laws-for-pregnant-women-at-work","tag-reasonable-accommodations-during-pregnancy","tag-statute-of-limitations-for-pregnancy-discrimination","tag-termination-due-to-pregnancy-in-california"],"_links":{"self":[{"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/posts\/4474","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/comments?post=4474"}],"version-history":[{"count":0,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/posts\/4474\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/media\/4475"}],"wp:attachment":[{"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/media?parent=4474"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/categories?post=4474"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/liberationlawgroup.com\/en\/wp-json\/wp\/v2\/tags?post=4474"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}