Pregnancy Discrimination

Pregnancy discrimination occurs when an employer treats an employee unfairly because of pregnancy, childbirth, or related medical conditions. California law recognizes that pregnancy is a natural and protected part of life and requires employers to provide reasonable accommodations and protected leave when medically necessary. These protections exist to ensure that employees can prioritize their health and well‑being without fear of losing their job or livelihood.

Pregnancy is often a deeply personal and sensitive time. It brings physical changes, emotional shifts, medical appointments, and new responsibilities, all while an employee is still expected to perform at work. The last thing anyone should have to face during this time is added stress from an employer who refuses to respect their rights or treats pregnancy as a burden. Unfortunately, many employees experience exactly that.

Some employers respond to pregnancy disclosures with skepticism, frustration, or impatience. Others begin to question an employee’s commitment, reliability, or future plans. These attitudes can quickly lead to reduced hours, denied accommodations, increased scrutiny, or even termination. When pregnancy becomes a reason to limit opportunity or job security, the law has been violated.

Examples of Pregnancy Discrimination

• Denial of light duty, modified work, or temporary accommodations
• Refusal to adjust schedules or responsibilities despite medical recommendations
• Termination, demotion, or reduction in hours after announcing pregnancy
• Penalizing employees for pregnancy‑related medical appointments or leave
• Forcing employees onto leave instead of accommodating them
• Retaliation after requesting pregnancy disability leave or accommodations
• Pressure to resign because pregnancy is viewed as “inconvenient”

Why Pregnancy Discrimination Is Especially Harmful

Pregnancy can bring excitement, uncertainty, and vulnerability all at once. It is a period filled with physical changes, emotional adjustments, medical appointments, and major life planning, often while an employee is still expected to meet the demands of work. For many families, steady employment during this time is essential. Jobs provide health insurance, income, and stability at a moment when consistency and support matter more than ever.

When an employer responds to pregnancy with fear, impatience, or retaliation, the consequences can be overwhelming. Instead of focusing on their health and their growing family, employees may find themselves worrying about reduced hours, denied accommodations, job security, or sudden discipline. That stress can compound medical concerns and create anxiety during what should be a protected and supported time.

California law also recognizes that pregnancy does not affect only the person who is pregnant. Employees may be protected when they need time, flexibility, or job security related to a spouse or partner’s pregnancy, childbirth, or recovery. Whether an employee is supporting a pregnant spouse, preparing to bond with a new child, or adjusting to new family responsibilities, the law prohibits employers from using pregnancy or family‑related needs as a reason for punishment, retaliation, or exclusion.

Many employees rely on continued employment to maintain medical coverage, parental leave benefits, and financial security for their household. Losing a job or facing workplace hostility during pregnancy, or while supporting a pregnant partner, can place an entire family at risk. No one should have to choose between protecting their family and protecting their livelihood.

That is why unlawful treatment connected to pregnancy is especially damaging, and why California’s protections exist: to ensure that pregnancy and family growth are treated with dignity, respect, and legal protection, not as an inconvenience or liability.

How We Help

At Servin Rodriguez Law, we approach pregnancy discrimination cases with both strength and compassion. We understand how stressful and isolating it can feel to stand up to an employer during such a sensitive time. Our role is to shoulder that burden so you can focus on your health and your future.

We carefully review employer conduct, accommodation requests, medical documentation, and the timing of adverse actions to determine whether pregnancy unlawfully influenced employment decisions. When employers refuse to do the right thing, we pursue civil litigation to protect our clients’ rights and hold companies accountable.

Our goal is simple: to ensure pregnancy is treated with dignity, respect, and legal protection — not as a reason for punishment or exclusion.