Injured? We Fight for What You Deserve
The moment you share news of your pregnancy with your employer should not be the moment your career prospects change. Unfortunately, for countless women across Los Angeles, announcing a pregnancy triggers reduced hours, exclusion from important projects, skeptical comments about commitment, or termination disguised as a business decision. Both California and federal law protect pregnant employees from discrimination and require employers to provide reasonable accommodations, but many companies treat pregnant workers as liabilities rather than valued team members. At My Lawyer Manwel, we represent women who are pushed out of jobs they love simply because they decide to start or grow their families. If you're searching for a pregnancy discrimination lawyer in Los Angeles, knowing your rights can help you push back when your employer crosses the line. Keep reading to learn what protections exist, what discrimination looks like, and how to respond when your employer treats your pregnancy as a problem.
California provides some of the strongest protections for pregnant workers in the country. The Fair Employment and Housing Act makes it illegal for employers with five or more employees to discriminate against workers because of pregnancy, childbirth, or related medical conditions. This law covers hiring, firing, promotions, job assignments, and every other term or condition of employment. At the federal level, the Pregnancy Discrimination Act amended Title VII to prohibit pregnancy discrimination for employers with 15 or more workers. California also has the Pregnancy Disability Leave Act, which requires employers with five or more employees to grant up to four months of leave for workers disabled by pregnancy, childbirth, or related conditions. The California Family Rights Act provides eligible employees up to 12 weeks of unpaid leave for baby bonding after the birth or placement of a child. Together, these laws create a framework that protects pregnant workers. Employers who violate these statutes face liability for back pay, reinstatement, compensatory damages, and, in some cases, punitive damages and attorney fees. The laws have teeth, but workers need to know they exist before they can use them.
Discrimination doesn't always look like a manager saying, "We're firing you because you're pregnant." An employer might suddenly become critical of work performance that was never a problem before. They might reassign a pregnant employee to less desirable tasks or remove her from high-visibility projects. Some employers reduce hours without explanation or pass over pregnant workers for promotions they were previously told they would receive. Comments about commitment or reliability might start appearing in conversations. A supervisor might say things like "Are you sure you'll want to come back after the baby?" or "We need someone who can be here full time." These remarks create a record of bias. Termination during pregnancy or shortly after announcing a pregnancy raises immediate red flags, especially when the employer can't point to documented performance issues that existed before the pregnancy news. A workplace pregnancy discrimination attorney sees these patterns repeatedly.
Under FEHA, employers must engage in a good-faith interactive process to determine what reasonable accommodations a pregnant employee needs. The law requires employers to provide modifications like more frequent breaks, temporary transfer to a less strenuous position, modified work schedules, or permission to sit instead of standing. Employers cannot refuse accommodations simply because they're inconvenient or require some adjustment to normal operations. If an employer provides accommodations for employees with other temporary disabilities, they must provide similar accommodations for pregnant workers. An employer doesn't have to eliminate essential job functions entirely, but they do have to explore alternatives. When an employer refuses to discuss accommodations or denies requests without the required process, the refusal itself can constitute discrimination. A pregnancy discrimination attorney in Los Angeles can evaluate whether your employer followed the legal requirements or brushed off your requests. Documentation matters, so keep copies of any accommodation requests you submit in writing and save your employer's responses. These records prove what you asked for and how your employer reacted.
Start documenting everything now. Write down dates, times, what was said, and who was present. Save emails, text messages, and any written communications related to your pregnancy or your treatment at work. If your employer has an HR department, consider filing an internal complaint to create a paper trail. California law protects you from retaliation for reporting discrimination, so your employer cannot legally punish you for raising concerns. A pregnancy discrimination lawyer in Los Angeles can guide you through each step and help you avoid procedural mistakes that could derail your claim. Evidence fades, so early action protects your ability to prove what happened.
Pregnancy discrimination costs women their jobs, income, and professional standing. The laws exist to stop this, but employers count on workers not knowing their rights or not being willing to fight back. You don't have to accept mistreatment. If your employer has demoted you, fired you, denied you accommodations, or created a hostile environment because of your pregnancy, contact a workplace pregnancy discrimination attorney today. At My Lawyer Manwel, we've built our practice around holding employers accountable for illegal treatment. We know how to investigate these claims, gather the right evidence, and pursue the compensation our clients deserve. A pregnancy discrimination attorney in Los Angeles from our firm will review your situation. We fight for pregnant workers who refuse to be pushed aside. Call our office to schedule your consultation.
At My Lawyer Manwel, we fight for your rights in personal injury and employment law. See what our clients say about working with us.
I contacted My Lawyer Manwel for help with an employment dispute, and I’m very pleased with the service I received. He was knowledgeable, honest, and supportive throughout the entire process. Manwel kept me informed and handled negotiations with confidence and professionalism. He made a difficult situation much easier to manage and achieved a positive resolution. I would not hesitate to recommend My Lawyer Manwel to anyone needing experienced and reliable legal representation.
My Lawyer Manwel was incredibly helpful during my personal injury case. After my accident, I felt stressed and unsure of what to expect. Manwel explained everything in simple terms and was always available to answer my questions. He handled the legal details with professionalism and care, allowing me to focus on recovery. The settlement he secured helped cover my medical expenses and eased my financial worries. I truly appreciate his dedication and highly recommend his services.
I had a great experience working with My Lawyer Manwel on an employment law matter. He listened carefully to my concerns and provided clear, honest advice. Manwel was always responsive and made sure I understood every step of the process. He handled my case professionally and worked hard to protect my rights. The outcome was fair and allowed me to move forward with confidence. I’m very grateful for his help and would recommend My Lawyer Manwel to anyone facing workplace legal issues.
My Lawyer Manwel provided excellent support during my personal injury case. From the beginning, he was professional, patient, and very knowledgeable. He took the time to explain my rights and the legal process clearly, which made me feel confident and informed. Manwel handled all communication with the insurance company and kept me updated throughout the case. His dedication and attention to detail truly stood out. Thanks to his hard work, my case had a positive outcome. I highly recommend My Lawyer Manwel to anyone needing a trustworthy personal injury attorney.
Don't sign without carefully reviewing all of the terms, including release of claims, non-disparagement clauses, and confidentiality provisions. You usually have the right to consult with an attorney who can negotiate better terms on your behalf.
Enforceability varies dramatically by state, with some banning them entirely and others enforcing them when reasonable in scope and duration. Recent legal trends have moved toward limiting these agreements. Having an attorney review your specific agreement is essential.
Most discrimination claims must first be filed with the Equal Employment Opportunity Commission or your state's equivalent agency before pursuing a lawsuit. Strict deadlines apply, often within one hundred eighty to three hundred days of the discriminatory act.
Misclassification occurs when employers label workers as contractors to avoid providing benefits owed to employees. The determination depends on factors like company control over your work, schedule flexibility, and who provides tools and equipment.
Numerous federal and state laws protect employees who report illegal activity, safety violations, or fraud from employer retaliation. Whistleblowers may be entitled to reinstatement, back pay, and other remedies if they face adverse employment actions.
Generally speaking, employers have some flexibility to modify duties and compensation, but they can't make any changes that violate contracts, discriminate, or constitute retaliation. Sudden changes following a complaint or protected activity may raise legal concerns.
A hostile work environment exists when unwelcome conduct based on a protected characteristic is pervasive or severe enough to create an intimidating or abusive workplace. This goes beyond occasional rudeness and must materially affect your ability to do your job.
Under the Fair Labor Standards Act, the majority of employees working more than forty hours per week must receive overtime pay at one and a half times their regular rate. However, certain exemptions apply based on salary level and job duties, which employers sometimes misapply.
Wrongful termination happens if an employee is fired in a way that violates federal or state laws, employment contracts, or public policy. Examples include being fired due to discrimination, retaliation for whistleblowing, or refusing to engage in illegal activities.
Federal and state law prohibit employers from retaliating against employees who report illegal conduct or file discrimination complaints. Retaliation can include termination, demotion, or creating a hostile environment. If you experience retaliation, you may have an additional legal claim.
Document every incident in detail. That includes dates, times, witnesses, and what occurred. Report the harassment through your company's internal complaint process and keep copies of all communications. If internal channels don't resolve the issue, consulting with an attorney is an important next step.
Workplace discrimination occurs when an employer treats someone unfavorably because of a protected characteristic like race, gender, age, religion, disability, or national origin. This can include hiring and firing decisions, promotions, pay, job assignments, and harassment.
If your health insurance paid for any treatment that's related to your injury, they may have a right to reimbursement from any settlement through a process called subrogation. Your attorney can often negotiate these liens down to maximize what you keep.
A settlement is an agreement that is reached outside of the court, where the at-fault party agrees to pay compensation in exchange for releasing liability. A verdict is a decision that's made by a judge or jury after a trial determines the outcome.
While you can represent yourself, insurance companies often take advantage of unrepresented claimants with lowball settlements. Studies show that injured individuals who hire attorneys recover significantly more compensation even after paying legal fees.
The timeline varies depending on the complexity of your case, the severity of injuries, and whether it settles or goes to trial. Simpler cases may resolve in a few months, while complex litigation can take several years.
You may still have options, including your own uninsured or underinsured motorist coverage if the incident involved a vehicle. An experienced attorney can identify all of the potential sources of compensation available to you.
Fault is normally established by examining evidence like police reports, medical records, witness statements, and expert testimony. Your attorney will investigate the circumstances to build a compelling case. In some states, you may still recover damages even if you were partially at fault.
First, get medical attention even if you feel okay, as some injuries don't show symptoms right away. Document everything, including photos of the scene and witness contact information, and avoid giving recorded statements to insurance companies before talking to an attorney.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Victims can recover damages for medical expenses, lost wages, emotional distress, pain, and suffering or loss of enjoyment of life. In cases involving egregious conduct, punitive damages may also be available to punish the wrongdoer.
Every state has a statute of limitations that sets a deadline for filing personal injury lawsuits, typically ranging from one to four years depending on where you live. Missing this deadline almost always means losing your right to pursue compensation, so consult with an attorney as soon as possible after your injury.
A personal injury case is when someone suffers harm because another party was negligent, reckless, or engaged in intentional misconduct. A few examples include car accidents, slip and falls, medical malpractice, and workplace injuries. If someone else's actions led to your injury, you may have grounds for a claim.