Females face a lot of issues at the workplace. They can get help from Nakase employment attorneys in California top best if they face some serious issue at the workplace. If the employee in childbirth, adoption or foster care after the children leave, with the new children married, you must meet the following requirements:
• The employer must have at least 20 employees within 75 miles of the employee’s place of work;
• The employee has worked for the employer for more than 12 months before the leave period; and
• In the past 12 months, the employee has worked for the employer at least. It took 1,250 hours.
If these three requirements are met, the employer will usually be required to provide up to 12 weeks of family leave for eligible employees.
Maternity leave (reservation of positions during pregnancy)

New mothers and fathers are entitled to the above-mentioned family leave and sick leave. Usually take this leave to establish a personal relationship with the new child. But pregnant mothers also have the right to take another kind of leave: pregnancy disability leave.
Employees with mobility impairments due to pregnancy, childbirth or related diseases are entitled to four months of leave. In addition to the 12-week accompanying time mentioned above, leave can be taken, but this leave only lasts when the employee is disabled.
To qualify for pregnancy disability leave, employees must work for an employer that regularly hires five or more employees.
If the doctor believes that the new mother is unable to perform one or more of the basic functions of her job because of her pregnancy, she is considered to have a “pregnancy disability”. If the woman has one or more of the following conditions, she may be disabled during pregnancy:
• Severe morning sickness,
• Prenatal or postpartum care,
• Need to rest in bed,
• Gestational diabetes,
• Gestational hypertension,
• Preeclampsia,
• Postpartum depression,
• Miscarriage or termination of pregnancy, and
• Recovery after miscarriage or pregnancy.
If an employee has the legal right to disability leave during pregnancy and is dismissed because of the leave, the employee is likely to request illegal dismissal.
Sick leave
Some employers provide sick leave even if not required by law. California law prohibits employers from dismissing employees to use their due sick leave.
More precisely, if the employer provides sick leave and the employee has the right to sick leave, the employer must allow its employees to take sick leave to diagnose, care or treat the existing health conditions of the employee or his family members.
However, the employer can limit the sick leave at any given time to the sick leave that the employee should accumulate in six months.
Breastfeeding breaks
If an employee is dismissed for requesting or expressing a desire to take a breastfeeding break, the employer may face charges of “illegal dismissal”.
The lactation period is the period of time during the working day during which the breastfeeding mother is required to breastfeed (i.e. breastfeeding time). State and federal laws require California employers to provide corresponding breastfeeding time.
If the right to rest during breastfeeding would seriously damage the company’s operations, the right does not apply. However, this exception is difficult to implement, so employers should be cautious before calling it.