Pregnancy Discrimination One Team. One Goal.

Pregnancy Discrimination Lawyer in Pasadena

Thousands of Cases Handled. Pasadena Workers Available 24/7.

Pregnancy discrimination is the unlawful treatment of an employee or job applicant because of pregnancy, childbirth, or a related medical condition. California law provides some of the strongest protections for pregnant workers in the country, yet employers still terminate, demote, and sideline workers who disclose a pregnancy every day. If that has happened to you, we can help.

Law Offices of Paul P. Cheng & Associates was founded in 2006. Led by Paul P. Cheng, recognized by Super Lawyers Rising Stars and named a Top Attorney and Outstanding Lawyer in Southern California by Los Angeles Magazine, our firm has successfully handled over 1,000 cases and recovered millions for clients across the greater Los Angeles area.

Speak with a pregnancy discrimination attorney in Pasadena before taking any action with your employer. We offer free consultations and are available 24/7, including via a dedicated Chinese-language hotline. Call (888) 356-4937 to get started.

How Pregnancy Discrimination Shows Up at Work

Discrimination doesn’t always announce itself. Some employers act openly; others use pretextual tactics that unfold over weeks. Either way, pregnancy discrimination is treated as a form of sex discrimination under California law, which shapes how claims are evaluated and pursued.

Overt Discrimination
Refusing to hire a qualified candidate because she is pregnant, terminating an employee the day she discloses her pregnancy, or denying legally required maternity or disability leave are direct violations of California law.

Covert Discrimination
Covert tactics include sudden negative performance reviews that appear only after a pregnancy announcement, elimination of a position while the employee is on protected leave, and exclusion from promotions or training opportunities offered to non-pregnant colleagues.

Accommodation Violations
Employers can’t reduce hours, restrict bathroom breaks, or deny breastfeeding accommodations as cover for discriminatory treatment. California law requires reasonable accommodations for pregnancy-related conditions, and refusing to engage in that process is a separate violation.

Interview-Stage Discrimination
Asking a job applicant whether she is pregnant or plans to become pregnant is illegal under California law. Discrimination based on pregnancy extends to candidates, not only current employees.

Retaliation
Requesting an accommodation, filing a complaint, or taking protected leave are all legally protected activities. Retaliation for any of these actions is itself a violation of California law, independent of the underlying discrimination claim.

Why Pasadena Workers Bring Their Cases to Us

Our discrimination practice covers the full spectrum of workplace discrimination claims. When a pregnancy discrimination case comes to us, it doesn’t go to a generalist. It joins a body of work built over nearly two decades of employment law representation in Pasadena and throughout greater Los Angeles.

Our attorneys are regularly consulted by other law firms nationwide for their insights on complex employment matters. That depth informs how we approach every case. Paul P. Cheng and our team commit to a personalized strategy for each client, grounded in integrity and a genuine focus on your interests. We serve clients throughout greater Los Angeles, including Glendale, and our 24/7 availability means you don’t have to wait until Monday morning if your employer escalates after a pregnancy disclosure.

Steps to Protect Your Claim Before You Call

What you do in the days after a discriminatory act can shape the strength of your case. These steps matter:

Document everything in writing. Record dates, times, what was said or done, and who was present for each incident.
Preserve your communications. Save emails, text messages, and performance reviews before you lose access to employer systems.
Don’t sign a severance agreement before speaking with an attorney. Signing may waive rights you haven’t yet evaluated.
Understand the filing requirement. A complaint must first be filed with the California Civil Rights Department (CRD), formerly known as the DFEH, before a civil lawsuit can proceed in Los Angeles County Superior Court.
Act promptly. Statutes of limitations apply to employment discrimination claims in California. Time matters.

Contact a Pregnancy Discrimination Lawyer in Pasadena

Your consultation is free, and we’re available around the clock, including through our dedicated Chinese-language hotline. Whether your situation is still developing or you’ve already been terminated, speaking sooner may help you better understand your options.

Call (888) 356-4937 or submit our online contact form to reach Law Offices of Paul P. Cheng & Associates. We’re here when you need us.

California & Federal Laws Protecting Pregnant Workers

Several overlapping laws cover pregnancy discrimination claims in Pasadena. Understanding which laws apply to your situation determines what protections and remedies may be available.

California Fair Employment & Housing Act (FEHA)

FEHA prohibits discrimination against employees and job applicants based on pregnancy, childbirth, or related medical conditions. It applies to employers with five or more employees and requires those employers to provide reasonable accommodations, which can include modified duties, flexible scheduling, more frequent breaks, seating, and access to water. FEHA also prohibits pregnancy-based harassment by employers or co-workers, regardless of employer size. Employers can’t require an employee to take leave if she can perform her job with reasonable accommodations in place.

Pregnancy Disability Leave (PDL)

California’s Pregnancy Disability Leave law entitles eligible employees to up to four months of job-protected leave for disabilities related to pregnancy or childbirth. There is no minimum tenure requirement, and PDL applies to employers with five or more employees.

California Family Rights Act (CFRA)

CFRA provides up to 12 weeks of additional job-protected leave for baby bonding after PDL ends. An employee who uses all available PDL may follow it with CFRA leave, extending the total period of protection. Upon return from any protected leave, California law requires reinstatement to the same position or one virtually identical in pay, duties, and location.

Pregnancy Discrimination Act (PDA)

The federal Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act to prohibit pregnancy-based discrimination. It applies to employers with 15 or more employees and treats pregnancy discrimination as a form of sex discrimination.

Pregnant Workers Fairness Act (PWFA)

Taking effect in 2023, with EEOC regulations following in June 2024, the Pregnant Workers Fairness Act requires employers with 15 or more employees to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related conditions. The PWFA covers modest or episodic impairments and may require an employer to temporarily suspend essential job functions during the accommodation period.

What a Successful Claim Can Recover

The relief available in a pregnancy discrimination case depends on the facts, the applicable law, and the strength of the evidence. California law offers meaningful remedies for employees who prevail.

Lost wages and benefits from the date of the adverse employment action may be recoverable.
Emotional distress damages may be available for the psychological impact of discriminatory treatment.
Attorney fees may be recoverable in a successful FEHA claim, which can affect the economics of pursuing a case.
Punitive damages may be available in cases involving particularly egregious employer conduct.
Non-monetary relief, including reinstatement to a former position or injunctive relief requiring policy changes, may also be pursued.

Every case turns on its own facts. The types and amounts of recovery available in your situation are something we can discuss in a free consultation.

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