A nationwide provider of infusion-therapy services violated federal law by failing to accommodate an employee’s pregnancy-related symptoms in June and July of 2023, the US Equal Employment Opportunity Commission (EEOC) alleged in a lawsuit announced on September 30, 2025.
According to the EEOC, an infusion nurse based in New Hampshire requested temporary accommodations during her pregnancy. Her role involved both in-home and virtual patient visits, and she asked to limit her assignments to virtual visits or patients closer to home. The company allegedly denied her request, which led to her forced resignation.
According to the EEOC, this violates the Pregnant Workers Fairness Act (PWFA). Under the PWFA, employers must provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless it causes undue hardship. The law also prohibits employers from retaliating against workers for requesting or using such accommodations.
The EEOC filed the lawsuit in the US District Court for the District of Massachusetts after first attempting to resolve the issue through its conciliation process.
“The PWFA was enacted so that no employee is forced to choose between the health of their pregnancy and their job,” said Kimberly A. Cruz, regional attorney for the EEOC’s New York District Office. “The EEOC is here to ensure that employers get the message that they cannot ignore their obligations under the PWFA.”
Compliance Perspective
Issue
The PWFA requires covered employers to provide “reasonable accommodations” for an employee’s or applicant’s known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless doing so would cause the employer an “undue hardship.” The PWFA applies only to accommodations. Other federal laws enforced by the EEOC prohibit employers from firing or otherwise discriminating against individuals on the basis of pregnancy, childbirth, or related conditions. The PWFA does not override federal, state, or local laws that offer greater protection. More than 30 states and cities currently have their own laws requiring employers to provide pregnancy-related accommodations.
Discussion Points
- Review the facility’s policies and procedures related to pregnancy discrimination and reasonable accommodations. Ensure policies reflect current PWFA requirements and account for any applicable state or local laws. Updates may be necessary to ensure alignment with both legal requirements and best practices. Facilities may also benefit from working with an external consultant to conduct a focused policy review or a mock audit to identify potential gaps and implement practical improvements.
- Train human resources personnel, supervisors, and facility leadership on PWFA requirements, including how to recognize and respond to accommodation requests appropriately. Training should also address protections under related federal laws, the importance of maintaining a workplace free from pregnancy-based harassment, and the risks of retaliation. 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.
- Periodically audit accommodation practices to ensure requests are handled consistently and appropriately. This may include reviewing employee files, interviewing staff, and verifying that accommodations are documented. Facilities may also consider engaging external support to conduct targeted compliance reviews, particularly when preparing for annual inspections or responding to quality improvement findings. Staff should be reminded of the appropriate channels for reporting concerns—such as their supervisor or the facility’s compliance hotline.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*