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Employees have no legal right to demand to return to work on a part-time schedule, or to any schedule or job other than what they previously had. If you choose to allow the employee to come back to work with part-time hours, be aware you are creating a precedent for other employees to do the same.
Keep in mind: You may have an obligation to allow the employee to work in a part-time position or some other form of reasonable accommodation if they have an on-going disability that needs to be accommodated under the California Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA).
Read more about Returning to Work After Pregnancy Disability Leave in the HR Library.