Pregnancy Discrimination Lawyer in Claremont

Employment-Focused Legal Advocacy for Pregnant & Postpartum Workers

California law gives pregnant workers strong protections, yet employers still demote, fire, or deny accommodations to employees because of pregnancy. When that happens, the law may provide remedies. At The Wheeler Law Firm, APC, our practice is built around employment and labor law, which means we work with FEHA’s pregnancy protections every day rather than picking them up when a case arrives.

Founded in 2000 and based in Claremont, we’ve spent more than two decades representing workers across Los Angeles County in discrimination and retaliation claims. We offer personalized consultations and flexible meeting arrangements so that getting legal help doesn’t add to an already difficult situation.

If you believe your employer has treated you unfairly because of a pregnancy, childbirth, or a related medical condition, call us today at (800) 893-0584. We offer a free initial consultation and can help you understand your options.

What Counts as Pregnancy Discrimination in California

Two laws work together to protect California workers. The Fair Employment and Housing Act (FEHA) prohibits employers with five or more employees from discriminating against workers based on pregnancy, childbirth, or related medical conditions. The federal Pregnancy Discrimination Act (PDA) builds on Title VII of the Civil Rights Act of 1964 and applies a similar prohibition at the federal level.

Prohibited conduct includes refusing to hire a pregnant applicant, terminating or demoting a pregnant employee, and denying a worker the same or a comparable position upon return from leave. California law also covers employer policies that, while neutral on their face, have a disproportionately negative effect on pregnant or breastfeeding employees.

Pregnancy Disability Leave & Accommodation Rights

California’s Pregnancy Disability Leave (PDL) law entitles employees disabled by pregnancy, childbirth, or a related condition to up to four months of job-protected leave based on their actual disability period. PDL applies to employers with five or more employees and carries no minimum tenure requirement, so it can protect a worker from her very first day on the job.

PDL runs separately from and in addition to bonding leave under the California Family Rights Act (CFRA), which can provide up to 12 additional weeks after PDL ends. Employers must generally maintain group health benefits during PDL and reinstate the employee to the same or a comparable position afterward. Employers also have a duty to provide reasonable accommodations for pregnancy-related conditions upon request.

Why Work with The Wheeler Law Firm, APC on Your Claim

Our founding attorney has more than 27 years of experience in employment law, informed not only by legal training but by a personal understanding of workplace inequality. That perspective shapes how we approach each case: with genuine commitment to the worker, not just the legal argument.

Because our firm dedicates its practice to employment and labor law, we bring focused, current familiarity with FEHA’s accommodation duties, leave rules, and anti-retaliation provisions to every pregnancy discrimination matter. Clients get flexible scheduling and direct access to the attorney handling their claim.

Start with a Free Consultation

Pregnancy discrimination claims involve firm deadlines, and acting early may help preserve your options. We offer a free consultation to help you understand what happened, what rights you may have, and what steps to consider next.

Call The Wheeler Law Firm, APC at (800) 893-0584 to schedule your free consultation. We serve workers throughout Claremont and Los Angeles County.