The U.S. Equal Employment Opportunity Commission (EEOC) has doubled its efforts against pregnancy discrimination, highlighting the issue as a top priority in 2025. In a flurry of recent actions announced on April 3, the EEOC settled two cases and filed a lawsuit signaling a strong stance against employers accused of violating federal protections for pregnant workers.
EEOC cracks down on pregnancy discrimination
In one settlement, a plant nursery in Maryland agreed to pay $40,000 to resolve allegations that it barred an employee from returning to work after her maternity leave. The case on Kurt Bluemel Inc., a wholesale nursery in Baldwin, claimed that the employer failed to accommodate the employee’s needs post-childbirth, and effectively sidelined her from her role. The latest resolution marks a victory for the EEOC in its mission to fight against pregnancy bias in the workplace.
In 2023, the EEOC resolved over 2,600 pregnancy discrimination charges securing over $18 million in relief. These settlements totaling over $60,000 across the nursery and assisted living cases add to that tally.
Title VII and Pregnant Workers Fairness Act enforcement
A second settlement saw an assisted living facility pay over $20,000 after allegedly refusing to schedule a temporary worker once her pregnancy was disclosed. The employer terminated her shortly after. This pregnancy discrimination case reflects a pattern of employers penalizing workers for their pregnancy status. It’s a violation of Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination, including bias related to pregnancy.
In addition, the EEOC has launched a new pregnancy discrimination lawsuit against an employer accused of denying remote work options to a worker with high-risk pregnancy. The lawsuit says that the employer refused to adapt its policies during the pandemic, despite the employee’s need to limit exposure to the virus due to her high-risk status. The EEOC legal action highlights the agency’s push to enforce the Pregnant Workers Fairness Act (PWFA).
“These cases send a clear message: employers cannot sidestep their obligations to pregnant workers,” said an EEOC spokesperson. “Whether it’s denying leave, refusing accommodations, or terminating employees, such actions are unlawful, and we will hold companies accountable.”
Workplace accommodations to combat pregnancy bias
For workers, these recent developments offer hope against workplaces where pregnancy bias remains too common. In 2023, the EEOC resolved over 2,600 pregnancy discrimination charges securing over $18 million in relief. These settlements totaling over $60,000 across the nursery and assisted living cases add to that tally.
Legal experts note that the EEOC’s focus reflects broader societal shifts. “Pregnancy discrimination has long flown under the radar, but with stronger laws and heightened awareness, we’re seeing more accountability,” said Sarah Klein, an employment law analyst. “Employers sued for pregnancy bias now face not just financial penalties but reputational damage.”
As of April 7, 2025, the EEOC’s actions suggest a sustained campaign against workplace inequalities. From plant nurseries to healthcare providers, no sector appears immune to scrutiny. For employers, the takeaway is clear: adapt to the law or face the consequences. For pregnant workers, it’s a step toward a workplace that respects their rights and their realities.
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