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  • Payton Employment Law

New California Law Bolsters Protections for Employee Reproductive Rights

Anti-Discrimination Laws Extended to Protect Reproductive Health Decision-Making

Thanks to Senate Bill (SB) 523, certain employees in California now have the right to make informed decisions about their reproductive health without fearing retaliation from their employers. This new law strengthens anti-discrimination laws, expanding the scope of protections to encompass reproductive health decision-making.

How does SB 523 help me?

SB 523 prohibits employers with five or more employees from discriminating against you based on your reproductive health choices. This law is not gender-specific and covers decisions such as using specific products or medications for reproductive health purposes. Employers who violate this law may face legal consequences for terminating an employee based on their reproductive health decisions. Plus, employers cannot use reproductive health decision-making as a basis for refusing employment or asking prospective employees about it.

Does this change my health benefit plan?

To make sure you have access to the resources you need, health benefit plans must now cover various contraception-related products and services. These include the full range of FDA-approved contraceptives, sterilization procedures, and patient education and counseling.

I was discriminated against by my employer for my reproductive health decisions. What can I do?

If you think you have experienced discrimination due to your reproductive health decision-making, you can take action. You have the option of filing a complaint with the Department of Fair Employment and Housing, or you can speak to one of our employment attorneys at Payton Employment Law, PC who can help you understand your legal rights and options.

SB 523 is a critical step towards protecting your reproductive rights as a California employee. This law prohibits discrimination, expands access to reproductive health resources, and provides additional protections for pregnancy-related conditions.

Be sure to stay informed about your employee rights and options so you can make conscious decisions about your reproductive health without worrying about discrimination or retaliation from your employer. As always, if you think your rights have been violated by your employer, feel free to contact our office for a confidential review of your case.

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The information provided in this blog post does not, and is not intended to, constitute legal advice. All content and information in this blog post are for general informational purposes only. Reading this blog post does not create or constitute an attorney-client relationship. An attorney-client relationship is only created by written agreement.

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