What Are the Rights of Pregnant Employees in Los Angeles?

Pregnant employees in Los Angeles are afforded a range of legal protections designed to ensure fair treatment and job security during and after pregnancy. These protections are grounded in both state and federal laws, which mandate that employers must not discriminate against employees based on pregnancy or related medical conditions. For employees who believe their rights have been violated, understanding the applicable laws and seeking guidance from a Los Angeles employment lawyer can be crucial to resolving the issue.

Key Legal Protections for Pregnant Employees

    1.  Pregnancy Discrimination

Under the California Fair Employment and Housing Act (FEHA), it is illegal for employers to discriminate against employees or job applicants due to pregnancy, childbirth, or related medical conditions. Employers cannot refuse to hire or promote a pregnant employee, nor can they terminate an employee because of her pregnancy. This law applies to employers with five or more employees, covering most businesses in Los Angeles.

    2.  Pregnancy Disability Leave (PDL)

The Pregnancy Disability Leave Law (PDL) is another vital protection for pregnant employees in Los Angeles. If a pregnant employee is unable to work due to pregnancy, childbirth, or any related medical condition, she is entitled to up to four months of job-protected leave. During this time, the employer must provide reasonable accommodations, such as modifying duties or offering a lighter workload, if necessary. A Skilled Los Angeles employment lawyer from Rager & Yoon can help pregnant employees understand the full scope of their rights under this law.

    3.  California Family Rights Act (CFRA)

After a pregnant employee gives birth, she may be eligible for additional leave under the California Family Rights Act (CFRA). CFRA allows employees to take up to 12 weeks of job-protected leave for bonding with a new child. This leave can be taken in addition to the Pregnancy Disability Leave, providing new mothers with an extended period off from work to recover and care for their newborns.

    4.  Reasonable Accommodations for Pregnant Employees

Employers in Los Angeles must provide reasonable accommodations for pregnant employees under FEHA and the federal Americans with Disabilities Act (ADA). This may include offering frequent breaks, temporary reassignment to less strenuous duties, or allowing employees to work remotely. Employees who request reasonable accommodations cannot be retaliated against by their employer for doing so.

    5.  Health Insurance Coverage

An employer’s Health insurance must cover pregnancy-related expenses, including prenatal care, childbirth, and postpartum care. If an employer offers health insurance benefits to its employees, those benefits must also extend to pregnancy and maternity care. Additionally, under the Affordable Care Act (ACA), pregnancy is considered a pre-existing condition that all insurance policies must cover.

Steps to Take if Rights Are Violated

If a pregnant employee believes her rights have been violated, it is essential to document the incidents in detail. Keeping records of discriminatory behavior, failure to provide reasonable accommodations, or refusal to grant leave can help support a potential legal claim. In cases where a violation has occurred, contacting a Los Angeles employment lawyer may be the best step. Like those at Rager & Yoon, a skilled attorney can provide guidance and help employees navigate the legal process to seek compensation or other remedies.

Conclusion

Pregnant employees in Los Angeles are protected by various state and federal laws designed to ensure their rights are upheld during pregnancy and after childbirth. These legal protections cover discrimination, job-protected leave, reasonable accommodations, and health insurance coverage. Employees who feel their rights violated should consult a Los Angeles employment lawyer to explore their options and understand the best course of action.

By staying informed and taking proactive steps, pregnant employees can better ensure their legal rights are respected, safeguarding their health, well-being, and job security during an important time.