Florida Employer Pays $30,000 to Resolve Pregnancy Discrimination Case

On April 6th, 2026, the Equal Employment Opportunity Commission (EEOC) announced that a Florida employer will pay $30,000 to resolve a pregnancy discrimination claim. iPRO Dental Laboratory of Fort Lauderdale was accused of firing a newly hired worker after finding out that she was pregnant. In this article, you will find a more detailed overview of the case and the law.

Discrimination Settlement: Newly Hired Employee Fired 

As confirmed by the EEOC, a Florida employer has agreed to a settlement in a pregnancy discrimination case. iPRO Dental Laboratory, Inc. resolved the federal pregnancy discrimination claim for $30,000. According to the allegations raised in the complaint, the Fort Lauderdale-based dental restoration manufacturer terminated a recently hired employee in January 2023 shortly after learning she was pregnant. More specifically, the employee began work at the start of the week, disclosed her pregnancy the following day, and was fired by the end of that same week. The agency noted that the employer documented no performance concerns or disciplinary issues prior to the termination. The conduct is a violation of Title VII of the Civil Rights Act of 1964.

An Overview of Pregnancy Discrimination Protections for New Workers in Florida

Florida law and federal law both provide protections to pregnant workers. State law largely mirrors federal law on this issue. Title VII of the Civil Rights Act (as amended by the Pregnancy Discrimination Act in 1978) is the key statute. Its statute requires employers with fifteen or more employees to treat pregnancy, childbirth, and related medical conditions the same as other temporary conditions for all employment-related purposes. Here is a key point to know:

• A newly hired worker receives full protection from day one.

In other words, a covered employer cannot rely on tenure, probationary status, or onboarding stage to justify an adverse action tied to pregnancy. Florida employers must also comply with the Family and Medical Leave Act where eligibility thresholds are met, though new workers may not yet qualify for protected leave. To bring a successful claim for wrongful termination on the basis of pregnancy discrimination, a newly hired worker must establish that pregnancy was a motivating factor in a materially adverse decision. Timing can be key evidence in these cases. Though, employers (managers, HR, etc) may also admit, explicitly or implicitly, that a pregnant worker’s condition was a factor in the termination. A thorough investigation is a must.

Note: Recent federal law expands those protections in ways that directly affect new workers. The Pregnant Workers Fairness Act imposes an affirmative duty to provide reasonable accommodations for known limitations related to pregnancy unless the employer proves undue hardship. Covered accommodations can include modified schedules, light duty, additional breaks, or temporary reassignment. The PUMP act also requires nearly all employers to allow time to express milk.

Speak to a Pregnancy Discrimination Attorney in Florida

Pregnancy discrimination cases are complicated. An employee who was subject to pregnancy discrimination in the workplace has the right to bring a claim. A proactive approach is the best approach. An experienced Florida employment law attorney can help.