Pregnancy should not put your job at risk. Still, many women in Torrance notice things change at work as soon as they announce they are expecting. Maybe your boss suddenly questions your commitment, your schedule shifts without explanation, or you start getting treated differently because of a pregnancy-related condition. These moments feel uncomfortable, and they often signal discrimination that the law clearly prohibits.



If your employer cuts your hours, ignores reasonable accommodation requests, or treats you less favorably after childbirth, you have legal rights. Employee Law Group helps pregnant workers in Torrance stand up to unfair treatment and protect their jobs.

In this article, you will learn what maternity discrimination looks like, the laws that protect you, what steps to take if something feels off, and how our team can help you fight back. Let’s make sure you understand your rights and know exactly what to do next.

Understanding Maternity Discrimination

When you understand the rules that protect you, it becomes easier to spot problems at work. These laws apply to pregnant women, new mothers, and employees with pregnancy-related conditions.

What Constitutes Maternity Discrimination

Federal law defines pregnancy discrimination as treating someone unfavorably based on pregnancy, childbirth, or a pregnancy-related condition. The Equal Employment Opportunity Commission states clearly that an employer cannot discriminate in its employment practices because of pregnancy. This includes hiring, firing, promotions, training, pay, terms and conditions of employment, and job assignments.

California expands these protections through the Fair Employment and Housing Act. FEHA prohibits discrimination on the basis of pregnancy and strengthens the right to request reasonable accommodation when a doctor confirms the need. This applies even when employees are temporarily unable to perform some job duties.

It also helps to understand the difference between discrimination, harassment, and retaliation. Discrimination involves unfair actions that affect job opportunities. Harassment includes unwanted comments or behavior targeted at you because you are pregnant. Retaliation happens when an employer punishes you for exercising your pregnancy rights.

Common Forms of Maternity Discrimination

These laws prohibit discrimination, but violations still occur. Many women experience hiring and promotion bias. An employer may refuse to hire someone because they fear she might become pregnant soon, or they may pass over a pregnant employee for a promotion she earned.

Others see sudden changes at work. Hours get cut without explanation. Work gets reassigned unfairly. Tasks that someone handled for years suddenly get taken away. Employers often disguise these actions as business decisions, but patterns reveal discriminatory motives.

Denying pregnancy-related accommodations is another common violation. Under both FEHA and Title VII of the Civil Rights Act of 1964, an employer must consider changes like modified schedules or lighter duties. The employer may not require you to take leave if you want to continue working and are able to perform the job with reasonable adjustment. Forcing someone into early maternity leave is illegal.

Some workplaces shift into outright hostility. Comments about your pregnancy, questions about your "commitment," or jokes about your ability to return to work create a discriminatory environment. The most severe cases involve termination due to pregnancy or childbirth.

Legal Framework Protecting Pregnant and Nursing Workers

You are protected under both federal and California law. These rules overlap and build strong protections for employees who need pregnancy or medical leave.



Federal Legal Protections

The Pregnancy Discrimination Act applies to employers with 15 or more employees. It prohibits employment discrimination based on pregnancy or childbirth. It also requires employers to treat pregnant workers the same as employees who are temporarily unable to perform certain duties for other medical reasons.

The ADA may apply when pregnancy-related conditions qualify as disabilities. Gestational diabetes, hypertension, or severe morning sickness can trigger disability protections.

The Family Medical Leave Act, or FMLA, provides up to 12 weeks of unpaid leave for qualifying employees. FMLA allows you to hold your job open while you care for a newborn or manage pregnancy-related complications. Employers with 50 or more employees must follow FMLA rules.

California State Protections

California laws go further. FEHA protects against disability discrimination and requires an employer to offer reasonable accommodation due to pregnancy. The employer must consider modifications unless it causes significant difficulty to the operations.

Pregnancy Disability Leave allows up to four months of leave for medical conditions related to pregnancy. This is separate from bonding leave, and an employer cannot deny it. You also keep your job benefits while on disability leave.

The California Family Rights Act offers 12 weeks of bonding leave after childbirth. CFRA applies even to employees who work for employers with fewer than 15 employees in certain circumstances. These protections stack, meaning you may get both PDL and CFRA.

California also requires break time to express breast milk. Employers must provide a private location to express breast milk that is not a bathroom.

Intersection of State and Federal Rights

Federal law creates a foundation for pregnancy rights, but California gives even more protection. If you work in Torrance, you benefit from both. When laws conflict, the rule that gives you greater protection usually controls. That is why understanding this mix is so important.

Workplace Rights During Pregnancy

Pregnant workers have specific protections during pregnancy, including accommodations and privacy rights.

Reasonable Accommodations for Pregnant Employees

Reasonable accommodation may include modified duties, schedule changes, or extra breaks. If pregnancy temporarily limits your ability to do part of your job, your employer must consider reasonable steps to help you continue working. This applies to conditions like lifting restrictions, standing limits, or morning sickness.

Some employees need temporary reassignment or light duty when they are temporarily unable to perform strenuous tasks. California law supports this request when medically necessary. An employer cannot discriminate by offering these adjustments only to non-pregnant employees with temporary disabilities.

Medical appointments also fall under reasonable accommodation. Pregnancy often requires frequent visits, and the employer must allow time off when medically required.

Protection Against Negative Employment Actions

It is illegal for an employer to demote, reduce hours, or punish you due to pregnancy. Your employer cannot treat you less favorably than employees who are temporarily unable to perform certain tasks for other reasons.

If your workload suddenly changes or your manager shifts their attitude after learning about your pregnancy, that could show discriminatory treatment.

Privacy Rights

Your employer may not demand sensitive medical information beyond what is necessary. Pregnancy status and pregnancy-related conditions are private. The employer must keep health information confidential and cannot share it with people who do not need to know.

Rights During Maternity Leave

You may qualify for multiple types of leave that help you protect your health and bond with your child.

Pregnancy Disability Leave

Pregnancy Disability Leave allows up to four months off for medical conditions related to pregnancy or childbirth. Your doctor will determine how long you need. During PDL, the employer must hold your job for you and keep your benefits active.

CFRA Leave After Birth

Once PDL ends, CFRA bonding leave can begin. Most new parents qualify for 12 weeks of job-protected leave. This leave can be taken all at once or in smaller segments. Many families use this time to adjust after childbirth.

FMLA Coordination

FMLA often overlaps with California leave laws. FMLA may run at the same time as PDL or CFRA. Your eligibility depends on hours worked and employer size. Understanding these rules helps you protect every week of leave you can get.

Rights After Childbirth

Returning to work brings new challenges. California supports workers through reinstatement rights and lactation support.

Return to Work Protections

When you return to work, your employer must reinstate you to your original job or a comparable position. The employer may not require you to stay on leave longer than your doctor requires. They also cannot retaliate because you used your legal leave rights.

Lactation Accommodation Requirements

California Labor Code requires:

• Break time to express breast milk
• A private space that is not a restroom
• A place with a flat surface, seating, and access to electricity

Any interference with your right to express breast milk can qualify as discriminatory treatment.

Protection from Harassment After Returning

You should never face jokes, negative comments, or unfair treatment because you needed breastfeeding breaks or took maternity leave. If you notice hostility after childbirth, it may show discrimination.

Signs You May Be Experiencing Maternity Discrimination

Below is a helpful table summarizing common warning signs:

If you see patterns like these, take action as soon as possible.



What To Do If You Experience Maternity Discrimination in Torrance

You can take steps right away to protect yourself.

Documenting Evidence

Save everything. Keep emails, texts, HR notes, schedule changes, write-ups, and your own notes about comments or treatment. Documentation often becomes the key to proving discriminatory behavior.

Reporting Internally

Tell HR in writing if you need accommodation or if you believe discrimination occurred. Written communication creates a clear record. Your employer must follow its internal policies and cannot discriminate against employees who report issues.

Filing External Complaints

You can file a charge with the EEOC or the California Civil Rights Department. These agencies investigate employment discrimination and enforce federal and state protections.

When to Seek Legal Representation

Call a lawyer if you face retaliation, job loss, denied accommodations, or any situation involving discriminatory treatment. Early help improves your chance of success and protects your job rights.

How Employee Law Group Advocates for Maternity Discrimination Victims

Employee Law Group represents pregnant workers in Torrance and throughout California.

Our Approach to Workplace Justice

We focus entirely on employment law and understand how pregnancy discrimination involves both emotional and financial harm. You get a team that listens, explains your options clearly, and stands up for your rights.

Cutting Edge Tools for Stronger Outcomes

We use modern tools that help us review documents, timelines, and communication quickly and accurately, allowing us to stay prepared at every stage of your case.

Types of Cases We Handle

We represent workers in cases involving:

• Wrongful termination due to pregnancy
• Denied accommodations
• Harassment related to pregnancy
• Retaliation for taking medical leave
   
  

Compensation and Remedies Available

Depending on your case, you may recover:

• Lost wages
• Future lost earnings
• Emotional distress compensation
• Policy changes in the company
• Attorney fees

FAQs

Conclusion: Protecting Your Future Starts Today

Pregnancy should never put your job at risk. If you feel pressured, punished, or ignored because of pregnancy or childbirth, you have options. California and federal laws protect you, and Employee Law Group is ready to help you enforce those rights.

Schedule a free case consultation if something feels wrong at work. Taking action now can protect your job, your income, and your growing family.