PREGNANCY, MATERNITY + BABY BONDING LEAVE

State and federal law provide some pregnant employees the right to a reduced schedule, intermittent time-off, and leave for pregnancy-related disabilities and serious health conditions. These laws also give some new parents the right to take leave to bond with their newborn, infant, or newly adopted or foster baby. Moreover, where a qualified employee requests or takes protected time-off, the employer may not retaliate against the employee for doing so.

However, not all pregnant employees and new parents are qualified for the full range of rights, protections, and time-off provided by these laws. Whether you are entitled to leave or other protected time-off depends on several factors, including the size of the company, the length of your employment, whether you are disabled by pregnancy, childbirth, or a related condition, and how your employer treats employees with non-pregnancy-related temporary disabilities.

The laws regarding pregnancy and baby bonding leave are complex and ever-changing. Navigating the legal landscape in this area requires an exhaustive understanding of overlapping and conflicting state and federal laws. If you believe you have been improperly denied pregnancy or baby bonding leave or other protected time-off, your employer is retaliating against you for requesting or taking leave or other protected time-off, or you just need help navigating the complicated process of obtaining pregnancy or baby bonding leave, you need employment law specialists on your side.

Sarnoff + Sarnoff is committed to advancing employee rights and bringing to justice any employer that engages in, encourages, or fails to prevent discrimination, harassment, or retaliation in the workplace or that denies employees their legal rights. Give us a call at (415) 788-0888, email us at info@sarnofflaw.com, or complete our online contact form to find out whether your rights have been violated and if we can help.

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