How Does California’s 2025 Pregnant Employee Poster Update Affect Employers?

Summary of the 2025 Poster Update

In January 2025, the California Civil Rights Department (CRD) released an updated labor law poster titled “Your Rights and Obligations as a Pregnant Employee.” This update reflects recent legal developments affecting the California Family Rights Act (CFRA) and Pregnancy Disability Leave (PDL). The revised poster includes clarified legal terminology, expanded accommodation guidance, and combines multiple notices into a single, streamlined posting for easier compliance.

For California employers, especially those managing HR and legal policies, understanding and acting on these changes is crucial. Employers must update their labor law postings immediately to remain compliant and avoid potential penalties.

Get the fully updated California 2025 State Labor Law Poster, which includes all revised notices mandated by the Civil Rights Department.

Legal Basis & Regulatory Context

Pregnancy Disability Leave (PDL) and CFRA Framework

Under California law, employers with five or more employees must provide:

• Up to four months (17⅓ weeks) of Pregnancy Disability Leave
  

• Reasonable accommodations, such as modified tasks, flexible schedules, or transfer to a less strenuous position
  

• Continued group health coverage and reinstatement to the same or comparable position post-leave
  

The updated 2025 poster reflects these requirements and helps employees understand their rights in clear, accessible language.

Connection to Federal Pregnant Workers Fairness Act (PWFA)

The Pregnant Workers Fairness Act, a federal law effective June 18, 2024, requires employers with 15 or more employees to provide reasonable accommodations for pregnancy-related limitations. These accommodations may include:

• Access to water and restroom breaks
  

• Modified work schedules or light-duty tasks
  

• Adjusted uniforms or seating arrangements
  

The 2025 California poster integrates aspects of PWFA compliance to align state and federal requirements and ensure a consistent workplace standard.

Key Changes in the 2025 Poster

Revised Language for Clarity and Compliance

The 2025 version replaces outdated phrases with legally accurate, inclusive language that reflects updates in both CFRA and PDL. Examples include:

• Changing “maternity leave” to “pregnancy-related leave”
  

• Clarifying eligibility criteria and timelines
  

• Improved descriptions of job protection and benefit continuation
  

These changes aim to eliminate ambiguity and improve employee understanding of their rights.

Consolidated Posting Requirement

Previously, employers had to post separate notices for CFRA and PDL. The 2025 update combines these into a single, unified notice, significantly simplifying poster management for employers.

Looking for a fully updated, compliant poster? Check out our California 2025 labor law poster with integrated CFRA/PDL notice.

Employer Compliance Requirements

Physical Posting Still Required

Employers must display the poster in a prominent, accessible workplace location. For remote employees, you can email a copy—but employees must be instructed to print and post the notice in their remote workspace.

Learn more about compliance obligations on our California labor law compliance resource page.

Multilingual Posting Mandates

If 10% or more of your workforce speaks Spanish, you are legally required to display the poster in both English and Spanish. Other languages may be necessary depending on your workforce demographics.

We provide fully bilingual posters to meet this requirement—available as part of our California 2025 compliance poster package.

Ensure Visibility and Accessibility

California law mandates that posters must be clearly visible, using a legible font size and posted in employee-common areas such as break rooms or time clock stations. These standards also align with broader regulations on accessibility and whistleblower protections.

Operational Impacts for Employers

HR Policy and Handbook Revisions

Employers should revise:

• Employee handbooks
  

• Leave-of-absence policies
  

• Accommodation request processes
  

Ensure internal policies mirror the 2025 poster’s language and comply with both California law and the federal PWFA.

Looking for help with HR documentation? Explore our corporate compliance solutions for multi-location businesses.

Staff Training and Communication

Supervisors and HR personnel must be trained on:

• New poster content
  

• The interactive process for accommodation requests
  

• Responding appropriately to employee disclosures or leave requests
  

This step ensures your team can confidently support pregnant employees while reducing legal risk.

Annual Poster Audits

Labor laws change regularly. As part of your 2025 compliance strategy, conduct a full audit of all your required postings, including:

• Whistleblower protections
  

• Workers' compensation
  

• Minimum wage notices
  

• Family and medical leave (CFRA/PDL)
  
  

Streamline your updates with our automated compliance poster subscription service.

Consequences of Non-Compliance

Legal and Regulatory Risks

Failure to post the updated 2025 CFRA/PDL notice can result in:

• Fines and citations from the California Civil Rights Department
  

• Investigations or audits triggered by employee complaints
  

Additionally, non-compliance may expose employers to Private Attorneys General Act (PAGA) lawsuits, which carry steep penalties.

Employee Disputes and Litigation Exposure

Outdated or incorrect posters may weaken your defense in legal claims involving:

• Pregnancy discrimination
  

• Failure to accommodate
  

• Improper leave denial
  

Proactive posting is one of the easiest ways to mitigate these risks.

FAQs Employers Commonly Ask

Q: Does every California employer need the 2025 CFRA/PDL poster?

Yes. Even if you have just one employee, you are required to post the updated notice.

Order your California 2025 labor poster with CFRA/PDL notice.

Q: Can I post it digitally only for remote staff?

No. You may distribute the poster electronically, but remote employees must print and physically post it in their workspace.

Q: Are there other required poster updates in 2025?

Yes. As of January 1, 2025, updates were also made to:

• Whistleblower Protection Notice
  

• Workers’ Compensation Notice
  

• California Minimum Wage Poster
  

Your 2025 compliance should cover all updated notices. Simplify this process by subscribing to our poster compliance service.

Conclusion: Stay Compliant, Stay Informed

The 2025 update to California’s “Your Rights and Obligations as a Pregnant Employee” poster is not just a cosmetic change—it reflects real legal obligations and policy evolution at both the state and federal levels.

By updating your posters, revising your HR policies, and training your team accordingly, you:

Reduce legal exposure
Support pregnant and postpartum employees
Stay compliant with both California and federal law

Take action today—order your 2025 California labor law poster and protect your business from costly violations.