Pregnancy Discrimination

Pregnancy Discrimination Attorney in Oakland, CA

Passionately Advocating for Pregnant Employees in Alameda County

If you are experiencing discriminatory treatment in the workplace because of your pregnancy, you’re not alone. Many women encounter unjust obstacles, harassment, and other forms of workplace discrimination simply because they are pregnant.

Discrimination against pregnant employees was formally prohibited by the Pregnancy Discrimination Act (PDA) of 1978. Sadly, pregnancy-based discrimination persists today. This is why it is more important than ever for employed mothers to know, understand, and assert their employment rights.

Fortunately, there are laws in place to hold employers accountable for discriminatory behavior and retaliatory actions. Our skilled pregnancy discrimination attorney has a proven track record of fighting tirelessly for clients in the courtroom while providing compassionate counsel to employees in Alameda County.

If you are being discriminated against because of your pregnancy, it’s critical to seek legal counsel. Call (510) 650-0250 to speak with our Oakland pregnancy discrimination lawyer today.

What Does Pregnancy Discrimination Look Like in the Modern Workplace?

No pregnant employee should be forced to choose between her career and her child. From the first trimester to maternity leave, pregnant workers are entitled to a safe, nondiscriminatory working environment.

An employer’s decision to discriminate against a pregnant worker can be detrimental to a mother’s health, freedom, and financial stability. Pregnancy-related discriminatory acts take various forms, such as:

  • Failure to provide a safe, private space to pump breastmilk. Studies show that 58% of employed mothers find it challenging to pump at their place of work.
  • Failure to provide reasonable accommodations. By law, your employer is required to accommodate reasonable, pregnancy-related needs. Examples include flexible scheduling, temporarily assigning less strenuous tasks, or permitting mothers to sit during their shift.
  • Wrongful termination. Employers cannot fire an employee because she is pregnant or planning to become pregnant. This also protects against any pregnancy-related medical condition, such as physician-ordered bedrest, morning sickness, and even postpartum depression.
  • Hiring discrimination. An employer can’t refuse to hire a qualified candidate on the basis of pregnancy. It’s illegal for an employer to question an applicant about childbearing or family planning.
  • Refusal to give a deserved raise or promotion. Your employer cannot bypass an employee for a promotion or raise because of pregnancy.
  • Retaliation. There are laws in place to protect employed mothers from retaliation or backlash if they wish to file a report.
  • Harassment. It’s against the law for employers to engage in unwanted, offensive, or otherwise inappropriate commentary. For example, it’s unlawful for an employer to accuse an employed mother of being “lazy” or “unfocused” since her pregnancy.

Our Firm Is Committed to Levelling the Playing Field for Employed Mothers

Federal and state laws protect employed mothers from pregnancy discrimination, retaliation, and harassment in the workplace. The unfortunate reality is that many employers violate these boundaries, a problem compounded by the fact that many women are unaware of the rights afforded to them.

A recent study revealed that nearly half of Americans perceive employed mothers as less devoted to their career. This is why Benton Employment Law is dedicated to increasing awareness and education regarding pregnancy discrimination in the workplace. We know that every case won is a small but essential step in the right direction, and another step closer to gender equality in the American workplace.

We’re Here to Help Employed Mothers Take a Stand

We know how intimidating it can be to speak up for yourself and your child, especially if you fear retaliation, hostility, or backlash from a discriminatory employer. But we have good news for you: pregnancy discrimination is indisputably illegal, and our experienced pregnancy discrimination lawyer is here to ensure that your employer is held accountable for their unlawful acts. Our Alameda County lawyer can help collect evidence to build you the strongest case possible and be a guiding light through every step of the process.

If you are a pregnant employee experiencing discrimination, you don’t have to suffer in silence. Our resourceful pregnancy discrimination attorney is here to address your questions and concerns with compassion and clarity. Take action now.

Pregnancy discrimination can negatively affect the health of mother and baby. Don’t wait to take action. Contact our Oakland pregnancy discrimination attorney to request your free consultation today.

Contact Our Firm

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Our Proven Success

  • United States District Court, N.D. Cal

    Successfully compelled enforcement of arbitration agreement on behalf of multinational chain of coffeehouses and an employee alleging disability discrimination.

  • Settlement with EEOC.

    Achieved settlement on a contentious matter with the EEOC and Plaintiff-intervenor alleging disability discrimination on behalf of a healthcare organization.

  • Settlement for Multi-national Coffeehouse Chain.

    Achieved settlement on contentious matter on behalf of multinational chain of coffeehouses and an employee alleging disability discrimination.

  • Discrimination settlement.

    Achieved settlement on contentious matter on behalf of vehicle company and employee alleging racial and disability discrimination related to medical marijuana.

  • Technology company settlement.

    Achieved settlement on a contentious matter on behalf of a technology company and a former executive.

  • Employment Law Training

    Trained thousands of executives, managers, doctors, attorneys, and employees on ADA compliance, anti-harassment and discrimination, and other labor and employment law issues.

  • Superior Court of California, County of Sacramento

    Obtained summary adjudication on behalf of insurance company on action alleging disability discrimination, racial discrimination, harassment, failure to prevent discrimination, failure to engage in the interactive process and punitive damages.

  • Exempt status from overtime wages for national retailer

    Defended manager exempt status from overtime wages for national retailer obtaining a “take nothing” Order, Decision, and Award from the DLSE.

  • United States District Court, E.D. Cal.

    Obtained partial summary judgment on action alleging failure to provide reasonable accommodation, failure to engage in the interactive process, disability discrimination, age discrimination, wrongful termination, intentional infliction of emotional distress, and punitive damages for a technology company. Likewise, opposed Plaintiff’s cross-motion for summary judgment that was denied.

  • DFEH and the EEOC

    2011-2020