California employees may be protected by multiple leave laws, including:

Family and Medical Leave Act (FMLA)

Provides eligible employees with unpaid, job-protected leave for childbirth, bonding with a new child, or serious medical conditions.

California Family Rights Act (CFRA)

Similar to FMLA, CFRA offers job-protected leave for family care and bonding, with broader coverage under California law.

Pregnancy Disability Leave (PDL)

California law requires employers with five or more employees to provide up to four months of leave for pregnancy-related disabilities when an employee is unable to perform essential job functions.

Conditions that may qualify include:

• Prenatal or postpartum medical care
• Recovery from childbirth
• Pregnancy-related hypertension
• Gestational diabetes
• Severe morning sickness
• Preeclampsia
• Postpartum depression
• Pregnancy loss or complications

Employers may not interfere with, deny, or retaliate against employees for exercising these rights.

Workplace Accommodations for Pregnant Employees

Pregnancy can make certain job duties more difficult or unsafe. California law requires employers to provide reasonable accommodations unless doing so would create undue hardship.

Reasonable accommodations may include:

• Additional or more frequent breaks
• Seating or modified workstations
• Temporary job restructuring or reassignment
• Modified work schedules or flexible hours
• Adjustments to equipment or duties
• Assistance with physical tasks
• Remote work options where feasible
• Medical leave as required by law

Employers may request medical documentation, but they cannot refuse accommodations without a lawful basis.