Employers with five or more employees must provide up to four months of Pregnancy Disability Leave (“PDL”) if you are disabled due to pregnancy, childbirth, or a related medical condition. There is no eligibility requirement such as length of service or hours worked.
Your pregnancy might also involve a pregnancy-related disability. The law requires your employer to provide a reasonable accommodation for pregnancy-related disability or medical condition. This could include transfer to a less strenuous or hazardous position, modifying your work duties, providing a stool or chair, or allowing more frequent breaks.
Your employer cannot interfere with, restrain, or deny your exercise, or attempt to exercise, any right under the CFRA or PDL. Remedies for victims of CFRA or PDL violations include back pay (past lost earnings), front pay (future lost earnings), reinstatement, emotional distress damages, injunctive relief, punitive damages, attorney’s fees and costs, required training, and prejudgment interest.