Washington State Attorney General (AG) Nick Brown sued a healthcare provider on May 13, 2026, in King County Superior Court, alleging that it repeatedly failed to provide reasonable accommodations required under state law to pregnant and nursing employees.
According to the AG’s office, an investigation into incidents dating back to 2021 found that employees, including many nurses, were routinely denied accommodations. In some cases, accommodations were approved on paper but allegedly were not implemented. Employees were reportedly denied the ability to sit more frequently in positions that otherwise required prolonged standing, scheduling flexibility for prenatal visits, lifting restrictions, and access to a private space to express breast milk.
The lawsuit also alleges that the provider retaliated against employees who requested accommodations by terminating them, forcing them onto leave, or assigning them more difficult duties.
The defendant is the largest healthcare provider in Washington State, operating more than 35 hospitals and numerous outpatient facilities throughout the state. According to the lawsuit, the provider reported $1.9 billion in net assets in 2024 and nearly $10 billion in revenue in 2025. Despite its size and resources, the AG alleges that the provider routinely failed to meet its legal obligations to pregnant and nursing employees.
Employees reportedly waited up to a month for responses to accommodation requests while continuing to work without accommodations, allegedly placing their health and pregnancies at risk.
Under Washington law, employers may be required to provide accommodations related to pregnancy and nursing needs, including more frequent sitting, lifting restrictions, scheduling flexibility for prenatal appointments, modifications to work duties or workstations, additional break time, and private space for expressing breast milk. Employers generally must provide reasonable accommodations unless doing so would create a significant difficulty or expense. According to the lawsuit, the provider frequently denied accommodation requests without demonstrating undue hardship.
The lawsuit further alleges that the provider improperly required medical certification before granting certain accommodations, despite state law prohibiting employers from requiring such documentation in some circumstances.
According to the AG’s office, some of the alleged denials sharply contrasted with services the provider offers to patients, including prenatal care and breastfeeding support services.
The incidents described in the lawsuit allegedly violate the Healthy Starts Act and the Washington Law Against Discrimination. Prior to filing suit, the Attorney General’s Office reportedly attempted to resolve the matter with the provider, but those discussions were unsuccessful. The lawsuit seeks to prevent the provider from continuing to violate state law and to obtain damages for employees whose rights were allegedly violated.
Compliance Perspective
Issue
Federal law prohibits discrimination based on pregnancy, childbirth, and related medical conditions in employment. The Pregnancy Workers Fairness Act (PWFA) requires covered employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions unless doing so would impose an undue hardship. Additional federal protections may apply under Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act, and the Americans with Disabilities Act (ADA). These laws prohibit discrimination and retaliation related to pregnancy accommodations and apply to various aspects of employment, including scheduling, job duties, leave administration, and workplace conditions. Facilities should also be aware that state and local laws may impose additional accommodation requirements or employee protections beyond federal standards.
Discussion Points
- Review policies and procedures related to pregnancy accommodations, lactation accommodations, leave administration, anti-retaliation protections, and equal employment opportunity practices. Policies should clearly outline how accommodation requests are submitted, evaluated, documented, and implemented, including timelines for response and procedures for maintaining employee confidentiality. Facilities should also ensure policies account for applicable state and local requirements in addition to federal obligations. Facilities may benefit from engaging an external consultant to conduct focused policy reviews, mock assessments, or compliance evaluations to identify potential gaps and support corrective action efforts.
- Train human resources personnel, supervisors, and facility leadership on federal pregnancy accommodation and anti-discrimination requirements, including appropriate responses to accommodation requests and protections against retaliation. Training should reinforce the importance of timely communication, consistent implementation of accommodations, and maintaining a supportive workplace environment for pregnant and nursing employees. Med-Net Academy offers the course Pregnancy and Work Accommodations, which reviews federal protections for pregnant applicants and employees, accommodation requirements, anti-retaliation provisions, and best practices for supporting compliance in the workplace.
- Conduct periodic audits of accommodation practices, personnel documentation, leave records, and complaint investigations to ensure requests are handled consistently, appropriately documented, and implemented in practice. Audits should also evaluate response timelines, supervisory compliance, and whether employees are aware of reporting channels for workplace concerns. Facilities may also consider utilizing external mock surveys or targeted compliance reviews to identify areas of risk, assess adherence to regulatory requirements, and support ongoing quality improvement initiatives. Contact Med-Net Healthcare Consulting or info@mednetconcepts.com for more information.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*