US-CaliforniaWhat pregnancy accommodations must my employer provide?
In California, employers with 5 or more employees must provide reasonable accommodations for pregnancy-related conditions, including job restructuring, modified work schedules, temporary transfer, and leave — unless it would cause undue hardship.
What the Law Says
California law requires employers to provide reasonable accommodations for employees affected by pregnancy, childbirth, or related medical conditions — and prohibits discrimination based on these conditions.
The California Fair Employment and Housing Act (FEHA) and the Pregnancy Disability Leave Law (PDLL) jointly require employers with five or more employees to provide reasonable accommodations for known limitations due to pregnancy, childbirth, or related medical conditions.
Accommodations may include: more frequent or longer restroom, food, or water breaks; seating; limits on lifting over 25 pounds; job restructuring; modified work schedules; temporary transfer to a less strenuous or hazardous position; or leave. Employers must engage in a timely, good-faith interactive process to determine appropriate accommodations.
An employer may deny an accommodation only if it would cause 'undue hardship' — defined as significant difficulty or expense considering the nature and cost of the accommodation, the employer’s resources, and the operation of its business.
Statutory TextIt shall be an unlawful employment practice… for an employer… to refuse to provide reasonable accommodation for an applicant’s or employee’s known physical or mental limitation… if the applicant or employee is otherwise qualified and the accommodation is reasonable.
— Gov. Code § 12940(m)(1) — FEHA reasonable accommodation
Statutory TextAn employer shall not refuse to hire or employ a woman… because of her pregnancy, childbirth, or related medical condition… [and] shall provide reasonable accommodation for… known physical or mental limitations…
— Gov. Code § 12945(b)(2)(A) — PDLL accommodation duty
Statutory TextPregnancy disability leave… shall be for a period up to four months… for each pregnancy.
— Gov. Code § 12945(b)(1) — PDLL duration
What to Do
Notify your employer in writing (or verbally, but follow up in writing) that you need a pregnancy-related accommodation — no formal diagnosis required.
Engage in the interactive process: respond to employer requests for information and participate in discussions about possible accommodations.
If denied, ask for the reason in writing — especially whether ‘undue hardship’ was claimed — and consider filing a complaint with the California Civil Rights Department (CRD) within one year.
For leave: You’re entitled to up to 4 months (≈17.3 weeks) of unpaid Pregnancy Disability Leave (PDL), plus up to 12 weeks of CFRA baby-bonding leave if eligible — these can run consecutively.
Keep records: dates of requests, employer responses, medical notes (if provided), and any denials or delays.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.