Webinar Description
Thursday, September 17, 2026, 10:00 a.m. to 11:30 a.m. PT
When an employee is expecting, it’s not just a personal milestone—it’s a moment that triggers a host of employer responsibilities. From providing pregnancy accommodations to navigating pregnancy disability leave, child-bonding time, and the employee’s return to work, California employers face some of the most complex, and often misunderstood, leave law requirements when their employees are expecting a child.
Being knowledgeable and prepared is the best way to support your employees and ensure compliance. In this 90-minute webinar, CalChamber’s employment law experts will explain how California and federal leave laws interact, walk you through employer obligations at each stage, and share practical strategies for managing leaves with confidence.
Join our employment law experts for a discussion about:
- Leave requirements under California’s Pregnancy Disability Leave (PDL) law, the California Family Rights Act (CFRA), and the Federal Family and Medical Leave Act (FMLA), including how PDL, CFRA and FMLA interact with each other during pregnancy and after childbirth.
- Wage replacement benefits available to employees on leave.
- Providing accommodations to pregnant employees under PDL and the federal Pregnant Workers Fairness Act (PWFA).
- Returning employees to work and responding to lactation accommodation requests.
- Posting and notice requirements.
- Best practices.
Webinar Details
- Presented by CalChamber's top employment law experts.
- Ideal for HR professionals, legal/employment law counsel, office managers, business owners and anyone responsible for managing employees and leaves of absence and accommodations for pregnancy and child-bonding.
- Approved for 1.5 HRCI, MCLE, and PDC credits.
- Attendees can submit questions via Zoom during the webinar and have them answered in real time.
- Mobile-optimized for viewing on tablets and smartphones.
- Downloadable webinar slides and a recording of the live event.
This webinar offers guidance only and does not serve as or replace legal advice.
