California Law Requires You Have Time to Heal.
You have a right to take up to four months of job-protected leave for pregnancy-related disability. If your employer has denied your PDL, forced you to work when your doctor cleared you for leave, or retaliated against you, we are here to fight for your rights. Under California PDL law, eligible employees disabled by pregnancy, childbirth, or a related medical condition may receive up to four months of job-protected Pregnancy Disability Leave. The Ghol Firm helps California workers understand and enforce these pregnancy leave rights.
Pregnancy Disability Leave (PDL) is a critical California protection that ensures you can care for your health before and after giving birth. Employers often try to convince employees that leave is "discretionary" or "a favour." This is false. If you are disabled by pregnancy, childbirth, or a related medical condition, you are entitled to take the time you need. If your employer is standing in your way, it’s time to level the playing field. PDL can be taken when medically necessary and does not have to be used all at once. Depending on the employee’s condition, leave may be continuous or intermittent, and pregnancy-related accommodations may also be required while the employee remains at work.
If your employer denies a leave request that your doctor has certified as necessary for a pregnancy-related disability.
Returning from PDL and finding your job has been filled, abolished, or that you’ve been demoted.
Refusing to provide reasonable accommodation such as lighter duty, modified schedules, or extra breaks during your pregnancy.
Being subjected to harassment or derogatory comments because you are "taking too much time" for your medical needs.
Being written up, disciplined, or excluded from team opportunities because you exercised your right to take PDL.
Requiring non-standard medical proof or violating your medical privacy by demanding details you are not legally required to provide.
Employers frequently try to "restructure" roles while an employee is on pregnancy leave. They call it "business necessity." We examine the timing of their actions to prove that your pregnancy leave was the actual trigger for the adverse treatment you received.
“Your health and the health of your child are paramount. The law provides you with the time you need, and we are here to ensure your employer respects that time—or pays the price if they don’t.” — Avi Gholian, Founding Attorney
We work on a contingency basis. You pay nothing unless we recover the compensation you are owed.
We have deep experience in California’s specific pregnancy leave statutes, which are more protective than federal guidelines.
We don't just ask for compliance; we aggressively pursue damages for every day your rights were ignored or violated.
You do not need to figure this out alone. We keep the process clear, explain what matters, and help you understand what comes next.
No high-pressure sales. Just an honest talk about your situation and how we can help.
We evaluate your medical certification, your leave requests, and how your employer handled your absence.
We gather all medical documentation, email chains, and termination or demotion letters to document the violation.
We quantify the financial harm, including lost wages, benefits, and damages for the emotional stress the situation caused.
We pursue your employer for full accountability, ensuring you receive the compensation and justice the law guarantees.
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You are entitled to your time and your health. Contact us today for a free, confidential consultation. We fight on a contingency basis—you pay nothing unless we win.
