Employers with five or more employees must provide up to four months of Pregnancy Disability Leave (“PDL”) if you are disabled due to pregnancy, childbirth, or a related medical condition. There is no eligibility requirement such as length of service or hours worked.
Your pregnancy might also involve a pregnancy-related disability. The law requires your employer to provide a reasonable accommodation for pregnancy-related disability or medical condition. This could include transfer to a less strenuous or hazardous position, modifying your work duties, providing a stool or chair, or allowing more frequent breaks. Additionally, you may be entitled to a leave of absence for pregnancy-related conditions, ensuring that you have the time and support needed during this period.
Your employer cannot interfere with, restrain, or deny your exercise, or attempt to exercise, any right under the California Family Rights Act (CFRA) or Pregnancy Disability Leave (PDL). Remedies for victims of CFRA or PDL violations include back pay (past lost earnings), front pay (future lost earnings), reinstatement, emotional distress damages, injunctive relief, punitive damages, attorney’s fees and costs, required training, and prejudgment interest. If you believe your rights under CFRA or PDL have been violated, a skilled Pasadena pregnancy discrimination lawyer at Advantage Advocates, P.C. can help you seek the compensation and remedies you deserve.
Our team of Pregnancy Discrimination lawyers at Advantage Advocates, P.C. is ready to help. Contact us today for expert advice and a free consultation!
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