Los Angeles Pregnancy & Maternity Leave Lawyers

In California, Los Angeles employees have rights related to pregnancy and maternity leave under both state and federal laws. These rights are designed to protect Los Angeles employees from discrimination due to pregnancy and ensure they have time off for pregnancy, childbirth, and related conditions. Here’s a summary of the key laws and rights:

Pregnancy Disability Leave (PDL)

• Eligibility: Employees in California who work for Los Angeles employers with 5 or more employees are eligible for PDL.
• Duration: Up to 4 months (about 17 1/3 weeks) of leave for a woman who is disabled by pregnancy, childbirth, or a related medical condition.
• Pay: PDL is unpaid, but Los Angeles employees can use any accrued sick leave during this time and may be eligible for state disability insurance (SDI) benefits.

California Family Rights Act (CFRA)

• Eligibility: Los Angeles employees who have worked for their employer for at least 1,250 hours in the 12 months prior to their leave and work at a location with at least 5 employees are eligible.
• Duration: Up to 12 weeks of unpaid leave for the birth, adoption, or foster care placement of a child. This is in addition to any time taken under PDL, essentially allowing some employees to take up to 7 months off.
• Pay: Leave is unpaid, but Los Angeles employees can use accrued paid leave (like vacation or sick leave) during this time.

Family and Medical Leave Act (FMLA)

• Eligibility: Similar to CFRA but applies to employers with 50 or more employees. Employees must have worked for the employer for at least 12 months and 1,250 hours in the year prior to the start of leave.
• Duration: Up to 12 weeks of unpaid leave for the birth and care of the newborn child, among other reasons. FMLA runs concurrently with CFRA and PDL when applicable.
• Pay: Unpaid, but employees can use accrued paid leave.

Paid Family Leave (PFL)

• Eligibility: Most workers who have paid into State Disability Insurance (SDI) are eligible.
• Duration: Up to 8 weeks of benefit payments but does not provide job protection by itself. It can be used in conjunction with CFRA or FMLA leave.
• Pay: Approximately 60-70% of wages depending on income.

Additional Protections

• Job Protection: Employees are generally entitled to return to their same or a comparable position at the end of their pregnancy or parental leave.
• Health Insurance: Employers must continue group health coverage during PDL or CFRA leave on the same terms as if the employee continued to work.

Anti-Discrimination

• California law prohibits discrimination against pregnant employees. Employers cannot fire, demote, or discriminate against employees for being pregnant or taking leave.

It’s important for employees to communicate with their employers about their need for pregnancy or parental leave. The specific rights and procedures can vary based on individual circumstances, so it might also be helpful to consult with a legal professional for personalized advice.