California law requires employers to provide light duty and other reasonable accommodations for pregnancy and related conditions. These protections ensure that pregnant employees remain safe, supported, and secure in their jobs. If your employer fails to comply, legal options are available. If you believe you’re being discriminated against at work, contact our Los Angeles pregnancy discrimination lawyer for a free consultation today.
What is Light Duty for Pregnant Workers?
“Light duty” refers to temporary modifications that reduce the physical demands of a job, ensuring that pregnant employees can continue working safely. Examples of light duty include:
- Reassignment to less physically demanding tasks
- Temporary transfers to different roles
- Shortened or flexible shifts
- Providing seating for employees who normally stand for long periods
- Limiting heavy lifting or repetitive motions
These accommodations allow employees to remain productive without endangering their pregnancy.
California Laws Protecting Pregnant Employees
Several laws work together to protect an employee’s right to light duty and other accommodations:
California Fair Employment and Housing Act (FEHA)
Requires employers to provide reasonable accommodations for pregnancy, childbirth, or related medical conditions unless doing so causes undue hardship.
Pregnancy Disability Leave (PDL)
Grants up to four months of leave for employees disabled by pregnancy or childbirth. During PDL, employers may need to offer light duty or job modifications.
California Family Rights Act (CFRA)
Provides eligible employees with up to 12 weeks of additional protected leave to bond with a new child.
Federal Protections
Title VII of the Civil Rights Act, as amended by the Pregnancy Discrimination Act, prohibits discrimination based on pregnancy, while the Americans with Disabilities Act (ADA) may also apply if pregnancy-related conditions qualify as disabilities.
Together, these laws create overlapping protections to ensure that pregnant employees are not forced to choose between their jobs and their health.
What are My Employer’s Responsibilities?
Employers in California must take pregnancy accommodation requests seriously. Their obligations include:
- Engaging in the Interactive Process: Employers must communicate with employees to identify reasonable accommodations, including light duty assignments.
- Providing Comparable Treatment: Employers must offer light duty to pregnant workers if such accommodations are available to employees with other temporary conditions, such as workplace injuries.
- Avoiding Retaliation: Employers cannot punish employees for requesting or using pregnancy-related accommodations.’
- Protecting Job Security: Employees who take leave or accept light duty must be allowed to return to the same or a comparable position once the accommodation period ends.
If your employer fails to follow these rules they may be liable for workplace discrimination, retaliation, or wrongful termination depending on the circumstances.
How an Attorney Can Help
Pregnant employees who face resistance or mistreatment from their employer may need legal representation. An experienced pregnancy discrimination lawyer can:
- Review medical documentation and determine the best legal strategy
- Communicate with the employer to enforce accommodation rights
- File complaints with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC)
- Pursue compensation for lost wages, emotional distress, and attorney’s fees if the employer violates the law
- Protect employees against retaliation or wrongful termination
Legal support gives employees peace of mind that their rights are protected so they may focus on their health and family.
Contact Us Today
If you are a pregnant employee in Los Angeles facing denial of light duty or other accommodations, legal help is available. Contact our LA pregnancy discrimination attorney today for a confidential consultation by calling (310) 499-0140 or messaging us online.