Pregnant employee meeting with a supervisor in an office to discuss pregnancy disability leave or workplace accommodations

Pregnancy Disability Leave (PDL)

Pregnancy Disability Leave (PDL) Under California Law

Pregnancy Disability Leave (PDL) provides job protected leave when an employee is disabled by pregnancy, childbirth, or a related medical condition. PDL is separate from CFRA leave and applies specifically to pregnancy-related disability.

Practice Area: Employment Law Topic: Family & Medical Leave Law: PDL Jurisdiction: California Hub: Family & Medical Leave

Quick overview

  • What PDL covers: Pregnancy, childbirth, and related medical conditions that disable the employee.
  • Leave amount: Up to four months per pregnancy (measured by the employee’s normal schedule).
  • Key difference: PDL is not bonding leave. Bonding is usually handled under CFRA when eligible.
This page is general information, not legal advice. Whether PDL applies in a specific situation depends on medical disability, employer coverage, and the facts.

Covered employers

PDL applies to employers with five or more employees.

How much leave is available?

Eligible employees may take up to four months of pregnancy disability leave per pregnancy.

“Four months” is measured by the number of days the employee would normally work within four calendar months.

What qualifies as a pregnancy-related disability?

PDL applies when a health care provider determines the employee is disabled by pregnancy, childbirth, or a related medical condition. Examples include:

  • Doctor-ordered bed rest
  • Severe nausea or morning sickness
  • Pregnancy complications
  • Gestational diabetes
  • Preeclampsia
  • Recovery from childbirth
  • Postpartum medical conditions

Medical certification

Employers may require medical certification confirming the pregnancy-related disability and expected duration of leave.

Pay and benefits during PDL

PDL itself does not require employers to provide paid leave. Depending on the situation, employees may qualify for wage replacement through State Disability Insurance (SDI).

If the employer provides group health coverage, PDL typically requires continuation of health benefits on the same terms as if the employee were working.

Job protection and reinstatement

Employees returning from PDL are generally entitled to reinstatement to the same or a comparable position, subject to limited exceptions unrelated to the leave.

PDL vs CFRA leave

PDL covers pregnancy-related disability. CFRA does not cover pregnancy disability, but CFRA may apply after pregnancy disability ends for bonding with a new child, if the employee and employer meet CFRA eligibility requirements.

Retaliation and interference

Leave disputes often involve denial of leave, discouraging leave, termination during leave, or failure to reinstate. Whether conduct is unlawful depends on the facts and the employer’s stated reason.

Related pillar: Retaliation in California Employment Law