Practice areas / Pregnancy Rights
Pregnancy Discrimination Lawyer in Southern California
You should not have to choose between your job and your family. California gives pregnant workers some of the strongest protections in the country, including leave, accommodation, a safer temporary assignment, and your job back afterward.
$3,000,000
No. 1 Riverside County employment verdict, 2023
13 yrs
Representing California workers since 2013
$0
Consultation is free, and confidential
Verdict obtained with co-counsel Jared M. Irmas of Irmas Law APC. Listed by TopVerdict.com. Past results do not guarantee a similar outcome.
Tell Justin what happened
You'll hear back within one business day, or call 818-585-1267.
Recognized by
Written and reviewed by Justin Silverman
CA Bar #292036 · Reviewed July 2026
Does this sound like you?
If one of these describes your situation, it is worth a conversation. If none of them quite fit, call anyway, because the list is not exhaustive.
- Fired or demoted after announcing a pregnancy
- Denied pregnancy disability leave or baby-bonding leave
- Refused a reasonable accommodation your doctor recommended
- Not reinstated to your job after returning from leave
- Passed over or written up once your pregnancy became known
What the law protects
It is illegal to fire, demote, or punish an employee because of pregnancy, and employers must reasonably accommodate pregnancy-related needs. Even very small employers can be reached through the California Constitution.
Workers can take up to four months of pregnancy disability leave and up to 12 weeks of bonding leave, which together can approach seven months of protected time.
Some companies simply do not know these rules, and others count on employees not knowing them. Either way, the protections are real and enforceable.
What you may be able to recover
Pregnancy discrimination claims under California law carry no statutory damages cap. Depending on the facts, you may recover lost pay and benefits, emotional distress damages, punitive damages, and attorney's fees.
| What | Covers |
|---|---|
| Lost pay and benefits | Wages and benefits you did not receive |
| Emotional distress | No statutory damages cap under California law |
| Punitive damages | No statutory damages cap under California law |
| Attorney's fees | Recoverable on these claims |
How long you have
These are the dates that can end a case before anyone looks at what happened to you. Many claims have two. One to tell a government agency, and a second to file in court after that agency responds.
- Tell the state agency what happened (required first)
- 3 years
- File your lawsuit, once the state clears you
- 1 year
- Sue over the firing itself, skipping the agency step
- 2 years
These are the general limits, not advice about your situation. Exceptions can make them shorter or longer, and the clock does not always start on the day you think. If you are close to one of these, or you think you are already past it, it is still worth asking.
Working with Justin
- 1The call. You speak with Justin, not an intake screener. It is free and confidential.
- 2The review. He tells you which lines your facts cross, and which they do not.
- 3The case. You reach him directly, by phone and email, throughout.
Key points
Each point is explained and sourced above · Verified July 28, 2026
Key points from Pregnancy Discrimination Lawyer in Southern California, verified as of July 28, 2026
Lost pay and benefits · California
Wages and benefits you did not receive
Emotional distress · California
No statutory damages cap under California law
Punitive damages · California
No statutory damages cap under California law
Attorney's fees · California
Recoverable on these claims
Tell the state agency what happened (required first) · Deadline to act
3 years
See How long you have, above
File your lawsuit, once the state clears you · Deadline to act
1 year
See How long you have, above
Sue over the firing itself, skipping the agency step · Deadline to act
2 years
See How long you have, above
Questions workers ask
Do you only take cases in Southern California?
No. Justin represents workers anywhere in California. These pages speak to Southern California because that is where the office is, but where in the state you work does not decide whether he can take your case.
Does an arbitration agreement end my case?
Usually not. Employers often make arbitration a condition of employment and those agreements are frequently enforceable, though not always. Arbitration changes where your case is heard, not whether you have a case, and certain representative claims for Labor Code penalties cannot be waived.
What does it cost to hire Justin?
The consultation is free, and these cases are handled on a contingency basis. There is no fee unless we win, and if there is no recovery you owe no costs either.
Will my employer find out I called?
The consultation is confidential. Talking through what happened does not put your employer on notice, and nothing is filed because you called.
Other ways I help workers
All nine practice areas →Harassment and Discrimination
Harassment and discrimination are illegal under FEHA. You don’t have to quit first.
Wrongful Termination
At-will doesn’t mean an employer can fire you for an unlawful reason.
Retaliation and Whistleblower
Punished for speaking up? Retaliation can be a claim of its own.
Employment Issues
The full range of California employment disputes, handled for workers, not employers.
Over $12 million recovered for clients. Past results do not guarantee a similar outcome. This page is general information, not legal advice, and does not create an attorney-client relationship. You can reach the office at 818-585-1267.