A medical practice that operates five clinics and employs two dozen physicians in Oklahoma, Arkansas, and Missouri will pay $90,000 and furnish other relief to settle a pregnancy and disability discrimination lawsuit brought by the US Equal Employment Opportunity Commission (EEOC), the federal agency announced on February 20, 2026.
According to the EEOC’s suit, in 2023, the practice denied reasonable accommodations to a medical assistant at its Tulsa facility during the final trimester of her high-risk pregnancy. Rather than allow the medical assistant to sit, take short breaks, or work part-time, as recommended by her doctor to protect her health, the medical practice forced her to take unpaid leave, refused to guarantee her job when she returned to work following the birth of her child, and refused to guarantee that it would provide breaks for her to express breast milk. When the assistant stated she could not return to work without those guaranteed breaks, she was fired.
Such alleged conduct violates the Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA), which prohibit pregnancy and disability discrimination. The EEOC filed suit in the US District Court for the Northern District of Oklahoma after first attempting to reach a pre-litigation settlement through its administrative conciliation process.
In addition to the required monetary relief, the four-year consent decree settling the suit obligates the practice to designate personnel tasked with ensuring compliance with the PWFA and ADA going forward, adopt strong policies and procedures for the provision of reasonable accommodations for pregnant or disabled employees, and train supervisors and other employees. The decree also requires the practice to adopt and use a system to track and maintain all requests for pregnancy or disability accommodations, post a notice to employees about their federal right to be free from pregnancy and disability discrimination, and report periodically to the EEOC.
“Federal law provides robust protections for pregnant women and new mothers in the workplace,” said Andrea G. Baran, regional attorney for the EEOC’s St. Louis District. “Employers must follow the law, train their supervisors, and ensure that they provide required accommodations to women who are pregnant or have pregnancy-related disabilities.”
Compliance Perspective
Issue
Pregnancy discrimination is prohibited under federal law. Employers must comply with multiple statutes protecting applicants and employees affected by pregnancy, childbirth, or related medical conditions. Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act, prohibits discrimination based on current, past, or potential pregnancy, including related medical conditions such as lactation. The PWFA requires covered employers to provide reasonable accommodations for known pregnancy-related limitations unless doing so would create an undue hardship. The ADA may also require accommodations when a pregnancy-related condition qualifies as a disability. These laws apply to all aspects of employment—including hiring, job assignments, pay, promotion, leave, termination, and other terms and conditions—and prohibit retaliation against individuals who request accommodations or raise concerns about discrimination.
Discussion Points
- Facilities should review policies addressing pregnancy discrimination, disability accommodation, lactation breaks, leave administration, and anti-retaliation protections. Policies should clearly define how accommodation requests are made, evaluated, and documented. Facilities may benefit from engaging a qualified third-party consultant to conduct a focused compliance review or mock assessment to identify potential regulatory gaps and recommend corrective action before issues arise.
- Human resources personnel, supervisors, and facility leadership should receive regular training on federal pregnancy and disability discrimination requirements. Training should emphasize recognizing accommodation requests, responding promptly and appropriately, and ensuring consistent application of employment policies across all departments. Med-Net Academy offers the course Pregnancy and Work Accommodations, which can help staff better understand their legal obligations and reinforce best practices. The course reviews key federal protections for pregnant applicants and employees, offers real-world examples, and emphasizes the importance of supportive workplace culture.
- Periodic audits should evaluate how accommodation requests are handled in practice. This may include reviewing documentation, assessing response timelines, and evaluating hiring and leave decisions. Facilities may also consider periodic external mock surveys or targeted compliance reviews to help identify potential compliance gaps and support ongoing improvement efforts.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*