Long Beach, California

Pregnancy Discrimination Lawyer in Long Beach

California pregnancy discrimination representation for Long Beach workers. Free, confidential consultation. We represent employees only.

Get a Free Consultation (800) 371-3088

Pregnancy discrimination at Long Beach workplaces has been documented at the Port of Long Beach itself - Bragg v. Pacific Maritime Association (LA Superior Court, filed October 2019) alleges the PMA and ILWU Local 13 systematically denied pregnant casual dockworkers reasonable accommodations and lactation facilities. We see similar patterns in hotels, hospitals, and aerospace. Call us at 1-800-371-3088.

What Is Pregnancy Discrimination in Long Beach

The Long Beach fact pattern: denial of reasonable accommodations (lifting limits, schedule changes, lactation space, light duty) at a Port terminal, hotel, warehouse, or hospital, followed by termination, demotion, or being sidelined when the worker pushes back. Pregnant Long Beach hotel housekeepers, Port dockworkers, warehouse pickers, and Long Beach Memorial / St. Mary nurses contact us regularly on these claims.

Long Beach Industries Where Pregnancy Discrimination Is Most Common

Port of Long Beach - casual and registered dockworkers, accommodation, seniority-credit, and lactation issues (see Bragg v. Pacific Maritime Association).
Long Beach hotels and hospitality - housekeeper accommodation denials, schedule retaliation, and lactation-space failures.
Long Beach hospitals - Long Beach Memorial, St. Mary Medical Center, Miller Children's, and VA Long Beach, lifting and scheduling accommodations and post-leave reinstatement issues.
Warehouses and logistics around the Port - pickers, packers, and forklift operators, light-duty denials and quota retaliation.
Aerospace and manufacturing - production-line accommodations and post-FMLA reinstatement issues.
Restaurants and retail - schedule reductions and termination after pregnancy disclosure.

California Law

California gives you broad statewide protection against pregnancy discrimination, for the full statutory framework, deadlines, and how the state laws fit together, see our California employment law page and the in-depth California Pregnancy Discrimination Guide.

What Compensation Can You Recover

California does not cap damages for pregnancy discrimination claims. For a full breakdown of what you can recover, see the California Pregnancy Discrimination Guide.

How to File a Pregnancy Discrimination Claim in Long Beach

Civil employment lawsuits filed by Long Beach workers are heard at the Governor George Deukmejian Courthouse, 275 Magnolia Ave, Long Beach, CA 90802 (the Long Beach Branch of the Los Angeles County Superior Court). For agency contacts, deadlines, and the full filing process, see our California employment law page. We handle the filing process for you, call us at 1-800-371-3088 before any deadline.

Frequently Asked Questions

Can a Long Beach employer fire the worker because the worker is pregnant? +

No. It is illegal under California's Fair Employment and Housing Act (FEHA) for any employer with 5 or more employees to fire, demote, or otherwise penalize a worker because of pregnancy, childbirth, or a related medical condition. Anti-harassment protections apply to employers of 1 or more. The federal Pregnant Workers Fairness Act adds reasonable-accommodation duties for employers with 15 or more employees. If the worker are fired during pregnancy or shortly after announcing it, call workers at 1-800-371-3088.

How long is pregnancy disability leave in California? +

Up to four months (17 1/3 weeks) per pregnancy under California Pregnancy Disability Leave (PDL). PDL applies to employers with 5 or more employees, has no minimum tenure requirement, and can be taken intermittently as the worker's healthcare provider directs. PDL covers prenatal care, severe morning sickness, gestational diabetes, preeclampsia, doctor-ordered bed rest, recovery from childbirth, miscarriage, and postpartum depression. The California Family Rights Act (CFRA) provides an additional 12 weeks of bonding leave on top of PDL. (Source: CRD PDL Fact Sheet.)

What pregnancy accommodations does the worker's Long Beach employer have to provide? +

Both California and federal law require reasonable accommodations for pregnancy-related limitations. Examples include more frequent breaks, a stool to sit on, water bottle access, modified duties, lifting limits, transfer to a less strenuous position, schedule changes, telework where possible, time off for medical appointments, light duty, and leave to recover from childbirth. Every California employer, regardless of size, must also provide a private, sanitary location (not a bathroom) and reasonable break time for expressing breast milk under Labor Code sections 1030 to 1034. (Source: EEOC PWFA guidance.)

A worker works at the Port of Long Beach, do special pregnancy protections apply? +

Yes. Pregnancy and lactation discrimination at the Ports of Los Angeles and Long Beach is the subject of an active class lawsuit, Bragg v. Pacific Maritime Association (LA Superior Court, filed October 2019), alleging that PMA and ILWU Local 13 systematically denied pregnant casual dockworkers reasonable accommodations, refused to credit pregnancy-related absences toward seniority, and failed to provide lactation accommodations. Whether a worker are union, non-union, or casual at the Port, FEHA, the California Pregnancy Disability Leave Law, CFRA, and lactation-accommodation laws all apply. Call workers for a confidential review at 1-800-371-3088.

Were You Fired or Pushed Out During Pregnancy?

Speak with a California pregnancy discrimination lawyer today. Free confidential consultation. No fee unless you win.

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Legal Disclaimer: This page is provided for general informational purposes only and does not constitute legal advice. Employment law is complex and fact-specific. The information on this page reflects California law as of 2026 and may change. If you believe your rights have been violated, please consult a licensed California employment attorney to evaluate your specific situation.