Shahane A. Martirosyan
Free Case Evaluation
20+ years in business
✅ GOOGLE VERIFIED
Stephan Airapetian
Free Case Evaluation
20+ years in business
✅ GOOGLE VERIFIED
Tatevik Aghamalyan
Free Case Evaluation
20+ years in business
✅ GOOGLE VERIFIED
Reproductive Loss Leave
A reproductive loss event is any of the following:
- Miscarriage
- Stillbirth
- Failed adoption – for example, if a birth mother or legal guardian breaches or dissolves an adoption agreement, or if an adoption is not finalized for another reason
- Failed surrogacy – for example, if a surrogate breaches or dissolves a surrogacy agreement, or if an embryo transfer fails
- Unsuccessful assisted reproduction – for example, a failed intrauterine insemination or embryo transfer. An employee can take leave following their own reproductive loss event or that of another person – such as a spouse or partner – if the employee would have been the parent of the child born or adopted. It is against the law for an employer to interfere with or deny an employee’s right to take leave after a reproductive loss. We can represent employees who have been impacted by such a harm.
Reproductive Health Decision Making Discrimination:
“Reproductive health decision-making” includes but is not limited to, “a decision to use or access a particular drug, device, product, or medical service for reproductive health.” Employers are no longer allowed to discriminate, retaliate, or harass employees because of employee’s decision to use or access a particular drug, device, product, or medical service for reproductive health.
Have you been treated unfairly at work?
Our employment lawyers in Los Angeles are here to help.
Contents Outline
Reproductive Loss Leave
A reproductive loss event is any of the following:
- Miscarriage
- Stillbirth
- Failed adoption – for example, if a birth mother or legal guardian breaches or dissolves an adoption agreement, or if an adoption is not finalized for another reason
- Failed surrogacy – for example, if a surrogate breaches or dissolves a surrogacy agreement, or if an embryo transfer fails
- Unsuccessful assisted reproduction – for example, a failed intrauterine insemination or embryo transfer. An employee can take leave following their own reproductive loss event or that of another person – such as a spouse or partner – if the employee would have been the parent of the child born or adopted. It is against the law for an employer to interfere with or deny an employee’s right to take leave after a reproductive loss. We can represent employees who have been impacted by such a harm.
Reproductive Health Decision Making Discrimination:
“Reproductive health decision-making” includes but is not limited to, “a decision to use or access a particular drug, device, product, or medical service for reproductive health.” Employers are no longer allowed to discriminate, retaliate, or harass employees because of employee’s decision to use or access a particular drug, device, product, or medical service for reproductive health.
Have you been treated unfairly at work?
Our employment lawyers in Los Angeles are here to help.
Tell Us About Your Case
Once we receive your form, we’ll contact you to schedule your free case consultation. During this initial meeting, you’ll have the opportunity to discuss your case in detail.
- For Personal Injury Cases, tell us about your physical injuries, any financial losses, and the emotional challenges you’ve faced due to the accident.
- For Employment Cases, share details about workplace issues such as wrongful termination, discrimination, harassment, unpaid wages, or other employment-related concerns.
Our legal team will explain your options and guide you on the next steps. If we choose to work together, you’ll experience personalized legal representation from attorneys who truly care about your well-being and your case’s success.
Tell Us About Your Case
Make an inquiry?
Committed to Justice
