Pregnancy should never jeopardize a person’s livelihood—but for many workers, it does. When employers refuse to provide light-duty assignments or reasonable accommodations for pregnancy-related medical restrictions, that refusal may amount to illegal discrimination. California law requires employers to treat pregnant workers with the same fairness and flexibility granted to other temporarily disabled employees. At PLBH, we help women and parents-to-be stand up for their rights when employers deny accommodations and put their health—or jobs—at risk.
What “Light-Duty” Means
Light-duty assignments temporarily modify a worker’s job responsibilities to reduce physical strain or medical risk. For pregnant employees, this may include:
- Avoiding heavy lifting or repetitive bending
- Limiting standing or walking time
- Adjusting schedules to allow more frequent breaks
- Transferring to a less physically demanding position
- Allowing remote or seated work when possible
Employers routinely offer light-duty roles to employees injured on the job—but many wrongly deny the same flexibility to pregnant workers, claiming “policy restrictions” or “no available positions.” That inconsistency can be a clear sign of discrimination.
Pregnancy Accommodation Laws in California
Pregnant workers in California are protected under several overlapping state and federal laws:
- California Fair Employment and Housing Act (FEHA): Prohibits discrimination based on pregnancy, childbirth, or related conditions and requires reasonable accommodations.
- Pregnancy Disability Leave (PDL): Guarantees up to four months of job-protected leave for pregnancy-related medical conditions.
- California Family Rights Act (CFRA): Provides additional leave for bonding after childbirth.
- Federal Pregnancy Discrimination Act (PDA): Requires employers to treat pregnant workers the same as others with temporary disabilities.
Together, these laws make it illegal for an employer to deny modified duties, transfers, or other accommodations when they have granted similar treatment to employees with non-pregnancy-related limitations.
How Employers Discriminate
Pregnancy discrimination doesn’t always look overt. It often takes subtle forms that unfairly penalize expectant workers, such as:
- Refusing light-duty requests despite offering them to injured employees.
- Reassigning pregnant employees to roles with reduced pay instead of accommodation.
- Pressuring workers to take unpaid leave instead of modifying tasks.
- Questioning commitment or reliability due to pregnancy.
- Terminating employment shortly after requesting accommodation.
If your employer suddenly changes your duties, schedule, or employment status after you disclose pregnancy or submit a doctor’s note, that’s a red flag.
Proving Pregnancy Discrimination
To prove pregnancy discrimination related to denied light-duty assignments, you must show:
- You informed your employer about your pregnancy and medical restrictions.
- You requested a reasonable accommodation.
- The employer had the ability to provide it but refused.
- Other employees with temporary disabilities received accommodations under similar circumstances.
At PLBH, we help clients gather strong evidence, such as:
- Doctor’s notes recommending light-duty or restricted work.
- HR emails or written responses denying accommodation requests.
- Company policy documents showing light-duty availability for other conditions.
- Witness statements confirming differential treatment.
These records help establish that the denial was based on pregnancy—not legitimate business need.
Remedies for Pregnancy Discrimination
If your employer violated your rights, you may be entitled to:
- Reinstatement to your position or equivalent role.
- Back pay and lost benefits for time missed.
- Compensation for emotional distress and punitive damages.
- Policy changes or training requirements for the employer.
- Attorney’s fees and costs under state and federal law.
Our legal team fights for full accountability and systemic reform to protect other employees from similar treatment.
Protect Your Health and Career
Pregnant workers should never be forced to choose between earning a paycheck and protecting their health. If your employer denied you light-duty work, pressured you to quit, or treated your pregnancy as an inconvenience, you may have a valid legal claim.
Call (800) 435-7542 today to schedule a confidential consultation with PLBH. We’ll evaluate your situation, explain your rights under California law, and take immediate action to ensure you’re treated with the fairness and respect every worker deserves.