EEOC Recovers $135,000 for Two Employees in Florida in Separate Cases Under the Pregnant Workers Fairness Act (PWFA)

On December 29th, 2025, the Equal Employment Opportunity Commission (EEOC) announced the recovery of approximately $135,000 in financial compensation for two women in Florida whose rights were violated under the Pregnant Workers Fairness Act (PWFA). The federal law is designed to ensure that pregnant women have access to fair and equitable opportunities in the workplace.

Two Pregnancy Discrimination Cases Resolved in Florida

Case #1: Brandt Information Services

The EEOC confirmed that it reached a conciliation agreement with a Florida company called Brandt Information Services. The employer allegedly terminated a pregnant employee after she requested two and a half months of unpaid leave as a reasonable accommodation under the Pregnant Workers Fairness Act. The employee sought leave despite not qualifying for Family and Medical Leave Act (FMLA). The EEOC notes that the termination for requesting PWFA leave is a violation of the law. The employer agreed to pay $100,000 and implement policy changes.

Case #2: Health and Behavior Dimensions 

The EEOC resolved a charge alleging that Health and Behavior Dimensions denied a pregnant employee an accommodation under the Pregnant Workers Fairness Act and terminated her the same day she made the request. The charge alleged failure to engage in the required interactive process. Under the agreement, the employer will pay $35,000 to the affected worker. Health and Behavior Dimensions will also revise its workplace policies.

What Employees Should Know About the Pregnant Workers Fairness Act

The Pregnant Workers Fairness Act is a federal law that requires covered employers to provide reasonable accommodations to employees affected by pregnancy, childbirth, or related medical conditions. The obligation applies unless the employer can prove that the accommodation would impose an undue hardship. An employee does not need to prove a permanent condition, a disability, or a medical emergency to trigger protection. Pregnancy is sufficient.

You Have the Right to Request Accommodations at Work

The PWFA protects a wide range of workplace adjustments. Common accommodations include temporary leave, modified schedules, light duty, additional breaks, seating, lifting restrictions, or changes to work tasks. The accommodation must address a pregnancy-related limitation, even if it is temporary. Employers may not deny a request simply because the employee does not qualify for FMLA coverage.

Employers Must Engage in an Interactive Process

Similar to the Americans With Disabilities Act (ADA), once an employee requests an accommodation, the employer must engage in a good-faith interactive process. That means discussing the request, considering alternatives, and assessing feasibility. An employer cannot ignore the request, delay without justification, or refuse to discuss options. They must make a good faith effort to find a reasonable accommodation. 

Get Help From a Pregnancy Discrimination Lawyer in Florida 

The Pregnant Workers Fairness Act helps to protect employees. If you or your loved one was treated unfairly in the workplace due to pregnancy and you have questions about your rights under the law, please do not hesitate to contact a Florida employment lawyer for immediate assistance.