Fired While Pregnant? Know Your Legal Rights and Options

Posted by David Mara on Friday November 28, 2025

Losing a job while expecting a child can shake your sense of security. It’s emotional, overwhelming, and often feels unfair. Many California workers are surprised to learn that getting fired while pregnant is not only wrong, it’s usually against the law.

In California, an employer cannot dismiss, demote, or treat an employee differently because of pregnancy, childbirth, or related medical conditions. Workers are entitled to job-protected leave under the Pregnancy Disability Leave Law (PDL) and the California Family Rights Act (CFRA), along with reasonable accommodations to stay safe at work. If you were terminated during pregnancy, you may have a claim for discrimination or retaliation.

At Mara Law Firm, PC, we’ve helped employees across California stand up to unlawful treatment and rebuild their confidence. We understand how personal this moment feels, and we’re ready to fight for your rights and your peace of mind.

Contact us now for a free and confidential consultation

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California Law Protects Pregnant Employees

According to the California Civil Rights Department (CRD), pregnancy-related discrimination remains one of the most frequently reported workplace issues in the state. The Fair Employment and Housing Act (FEHA) forbids employers with five or more workers from firing, reducing hours, or retaliating against employees because they are pregnant. It also requires employers to provide reasonable accommodations when pregnancy affects job performance.

These protections align with federal laws such as the Pregnancy Discrimination Act (PDA) and the Pregnant Workers Fairness Act (PWFA), which ensure equal treatment for pregnant employees. They make clear that no one should lose a job simply for expecting a child. California is an at-will employment state, meaning employers can typically end employment without giving a reason. Even so, that flexibility never excuses discrimination.

Pregnancy and related medical conditions are protected categories under FEHA, so employers cannot use them as pretexts for termination. Even subtle forms of bias, like reduced hours or reassigning duties after pregnancy disclosure, can amount to illegal discrimination.

So, when someone is getting fired while pregnant, the main question becomes whether your employer acted lawfully or violated these protections.

Job-Protected Leave and Accommodations You’re Entitled To

Pregnancy should never force anyone to choose between health and employment. Under California Government Code §12945, an employer must allow an employee disabled by pregnancy, childbirth, or a related condition to take a reasonable leave period, not to exceed four months, and to return to work afterward. During this leave, you can use accrued vacation or sick time, and your employer must protect your job.

The California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) allow eligible employees to take unpaid, job-protected leave to care for a new child, address serious health conditions, or assist a family member who is ill. These laws protect your job while you’re on Disability Insurance or Paid Family Leave.

Employers must also provide reasonable accommodations to help pregnant workers perform their duties safely. Refusing accommodations or retaliating after a request may violate anti-discrimination laws.

For employees experiencing getting fired while pregnant after requesting leave or adjustments, that timing can serve as vital evidence of discrimination.

What to Do If You’re Wrongfully Terminated

Being terminated while pregnant can feel like a personal attack, but California law gives you tools to respond.

1. Document the facts. Save all emails, messages, and meeting notes after notifying your employer of your pregnancy.
2. File a complaint. The California Employment Development Department (EDD) provides guidance on FMLA and CFRA protections that support employees needing pregnancy-related leave.
3. Consult with an attorney. A lawyer can evaluate whether your termination violated FEHA or federal protections and guide your next steps.
4. Act promptly. Strict filing deadlines apply, often one year from the date of discrimination. Quick action preserves evidence and strengthens your claim.

Acting quickly not only preserves your rights but also reduces the stress of facing the process alone. The sooner you reach out, the faster an attorney can collect documents, interview witnesses, and protect your claim. That said, when an employee is getting fired while pregnant, pursuing a case isn’t just about compensation; it’s about restoring dignity and accountability in the workplace.

Fired During Pregnancy? Don’t Stay Silent—Fight Back with Mara Law Firm in California

No employee should lose a job because they are expecting a child. When getting fired while pregnant disrupts your career, our attorneys step in to restore balance. At Mara Law Firm, PC, we advocate for individuals facing pregnancy discrimination, guiding clients through complaints, settlements, and litigation as necessary.

We believe in empowering employees to speak up, rebuild confidence, and demand the justice they deserve. You’ve worked hard to support your family; now let us help protect that future. Call us today at 619-234-2833 to schedule a confidential consultation and learn how California law safeguards your right to work while pregnant.

At Mara Law Firm, we are dedicated to fiercely advocating for workers who have faced wage theft, violations of California labor laws, or injuries sustained under a U.S. Defense Contract. With decades of experience, our attorneys provide personalized, confidential, and no-cost consultations to ensure the best outcomes for our clients. We bring unmatched expertise to protect your interests and fight relentlessly to secure the compensation you deserve, guiding you through every step of the legal process to uphold your rights and deliver the relief you need.

David Mara

David Mara, founder of Mara Law Firm, PC, is a California employment attorney specializing in wage and hour law and representing injured civilians under U.S. defense contracts. He has recovered tens of millions for workers and contributed to landmark cases like Brinker Restaurant Corp. v. Superior Court. A member of multiple legal organizations, he also shapes California labor laws through legislative reviews. Mara holds a B.A. from San Diego State University and a J.D. from California Western School of Law and is admitted to practice in various federal courts.

Contact us now for a free and confidential consultation

message us 619-234-2833