Florida Employers Pay $135,000 to Resolve Pregnancy Discrimination Claims Under Federal Law

Background

Federal enforcement of the Pregnant Workers Fairness Act (PWFA) continues to expand as employers adjust to its requirements. In Florida, two separate workplace discrimination complaints involving pregnant employees were resolved through administrative conciliation, resulting in monetary recovery and policy changes without litigation. The cases highlight how termination decisions tied to pregnancy-related accommodation requests can trigger federal action.

Incident Details

The first complaint involved Brandt Information Services, Inc., a Tallahassee-based technology solutions company. According to the charge, the company terminated a pregnant employee in November 2023 after she requested approximately two and a half months of unpaid leave as a reasonable accommodation related to her pregnancy. The request was made under the PWFA, even though the employee did not qualify for leave under the Family and Medical Leave Act (FMLA).

The second complaint involved Health and Behavior Dimensions, Inc. (HBD), a nonprofit behavioral health provider in Hallandale Beach, Florida. The charge alleged that in March 2024, a pregnant employee requested an accommodation related to her pregnancy. Instead of engaging in the required interactive process, the organization allegedly denied the request and terminated the employee on the same day.

Legal Background

Both matters were resolved under the Pregnant Workers Fairness Act, which took effect in June 2023. The 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. The law also prohibits employers from denying accommodations by forcing employees onto leave or terminating them instead of engaging in an interactive accommodation process. These protections apply independently of eligibility under the FMLA.

Settlement and Relief

The combined resolutions resulted in $135,000 in monetary relief for the affected employees.

Brandt Information Services agreed to pay $100,000 to the former employee. In addition to financial compensation, the company committed to implementing a new workplace policy allowing employees to request pregnancy-related leave as a reasonable accommodation under the PWFA, even when FMLA leave is not available.

Health and Behavior Dimensions agreed to pay $35,000 to the former employee. The organization also committed to providing equal employment opportunity training to all employees and submitting annual reports related to discrimination complaints as part of its compliance obligations.

Key Takeaways

• Pregnancy-related leave may qualify as a reasonable accommodation even when FMLA leave does not apply.
• Employers must engage in an interactive process when accommodation requests are made under the PWFA.
• Terminating an employee shortly after a pregnancy-related accommodation request can result in financial and compliance consequences.

Conclusion

These conciliation agreements underscore the expanding enforcement of the Pregnant Workers Fairness Act and the risks employers face when pregnancy-related accommodation requests are mishandled. As PWFA compliance continues to be tested, employers are expected to review leave policies, train managers, and ensure accommodation requests are evaluated consistently and lawfully. The resolutions serve as a reminder that early administrative enforcement can result in meaningful financial and operational consequences without court involvement.