Building Your Family Shouldn't Cost You Your Career.
Becoming a parent is a major life milestone, not a fireable offense. If your employer has sidelined you, denied your leave, or terminated you because you’re pregnant or planning to start a family, we are here to fight for your rights under California’s strict protections. A pregnancy discrimination lawyer in Beverly Hills can review whether pregnancy affected your termination, promotion, job duties, leave, accommodations, or other workplace treatment. The Ghol Firm represents employees in Beverly Hills, Los Angeles, and throughout California facing pregnancy discrimination and related retaliation.
Employers often hide pregnancy bias behind "reorganization" or "performance issues" immediately after an employee announces their pregnancy. In California, these tactics are illegal. You have the right to reasonable accommodations, protected leave, and to return to your job without retaliation. If your employer is making your workplace unbearable or showing you the door because you’re expecting, you need a firm that knows exactly how to stop them. Evidence of pregnancy discrimination may include comments about pregnancy or maternity leave, sudden performance criticism, changes in job duties, denied accommodations, leave records, emails, disciplinary actions, or termination shortly after an employer learns about a pregnancy.
Being fired, laid off, or having your contract non-renewed shortly after disclosing your pregnancy or requesting leave.
Refusing common accommodations like modified lifting duties, more frequent bathroom breaks, or temporary transfer to lighter work.
Returning from protected leave only to find your position has been "eliminated" or that you’ve been demoted.
Dealing with managers or coworkers who make derogatory comments about your pregnancy or your "commitment" to the job.
Being discouraged, threatened, or explicitly denied your legal right to take Pregnancy Disability Leave (PDL) or CFRA leave.
Being stripped of responsibilities, given a worse shift, or subjected to "performance reviews" as punishment for being pregnant.
Companies often assume that a pregnant employee will be less productive or a "distraction." We reject that bias entirely. California law recognizes that pregnancy is a protected status, and any action that punishes you for it is a violation of your civil rights. We look past the company's "business reasons" and prove the real motive: illegal discrimination.
“Pregnancy shouldn’t be a career-ender. We hold employers to the highest standards, ensuring that when you choose to start a family, your career remains secure.” — Avi Gholian, Founding Attorney
We work on a contingency basis. You pay nothing unless we recover the compensation you are owed.
We specialize in the specific California laws (PDL, CFRA, FEHA) that provide robust protection for pregnant workers.
We aggressively challenge "pretextual" firings—where employers use fake performance issues to cover up illegal pregnancy bias.
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 the timeline of your pregnancy, your leave requests, and the actions your employer took against you.
We gather your doctor’s notes, leave request forms, email correspondence, and termination records to document the bias.
We quantify the financial impact of your job loss or discrimination, including back pay and damages for emotional distress.
We represent your interests, aggressively pursuing your employer to force them to compensate you for the harm they caused.
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You are entitled to protection during your pregnancy. Contact us today for a free, confidential consultation. We fight for your rights on a contingency basis—you pay nothing unless we win.
Being pregnant does not prevent an employer from taking a legitimate, non-discriminatory employment action. However, suspicious timing, changing explanations, discriminatory comments, or different treatment after the employer learns of the pregnancy may be evidence of pregnancy discrimination.
