New York Employer Pays $125,000 to Resolve Pregnancy Discrimination Case
On June 12th, 2026, the Equal Employment Opportunity Commission (EEOC) confirmed that a New York employer will pay $125,000 to resolve a pregnancy discrimination claim. JAG Physical Therapy faced allegations of retaliating against a pregnant worker who sought reasonable accommodation to facilitate and recover from childbirth. Here, our New York pregnancy discrimination attorney provides a more comprehensive overview of the case.
New York Employer Faced Lawsuit for Pregnancy Discrimination
As confirmed by the EEOC, PT Administrative Services LLC (a business that operates as JAG Physical Therapy clinics) has agreed to pay $125,000 to resolve a lawsuit alleging pregnancy and childbirth discrimination. A patient services coordinator at JAG’s Brooklyn Heights location contacted the company in late 2023 on the day she gave birth to request short leave or a schedule change so she could recover and address lactation needs. The EEOC alleged that JAG denied the request and fired her immediately. Beyond that compensation, the settlement requires manager and HR training, handbook revisions, annual employee notices about Pregnant Workers Fairness Act rights.
Lessons About the Requirements of the Pregnant Workers Fairness Act
Childbirth Recovery and Lactation are Potentially Covered Limitations
The JAG Physical Therapy case is a strong reminder that the Pregnant Workers Fairness Act is not limited to pregnancy itself. The statute also covers known limitations related to childbirth and related medical conditions, which can include physical recovery from delivery and lactation-related needs. An employee does not need to use highly technical legal language to trigger the employer’s obligations. A request for brief leave, a modified schedule, lactation support, or other postpartum adjustment may be enough to put the employer on notice that an accommodation issue exists. Still, the key point is that childbirth and lactation are closely related to pregnancy for the purposes of federal employment law. Employers and employees in New York should be aware of the law.
The Employer Should Engage in a Good-Faith Accommodation Process
A key point for both employers and employees to be aware of is that a good faith bargaining process is a must. A central allegation in the JAG case was not merely that the employer denied a requested accommodation. It was that the employer allegedly fired the employee immediately after she asked about leave or a schedule change on the day she gave birth. That is precisely the type of sequence that creates serious litigation risk under the PWFA. Employers should not make snap termination decisions when an employee requests a pregnancy, childbirth, or postpartum-related adjustment. Instead, they should engage in a documented, good-faith process to determine whether a reasonable accommodation is available.
Call Our New Jersey Pregnancy Discrimination Lawyer Today
At Poulos LoPiccolo PC, our New York pregnancy discrimination attorney has the knowledge and experience that clients can rely on. If you have any questions about your rights or your options, please do not hesitate to contact us today for a completely confidential, no obligation case review. Our firm provides pregnancy discrimination representation in New York City and beyond.
Source:
eeoc.gov/newsroom/jag-physical-therapy-pay-125000-eeoc-pregnancy-discrimination-lawsuit
