Florida Employer Will Pay $20,000 in Pregnancy Discrimination Lawsuit
On April 3rd, 2025, the Equal Employment Opportunity Commission (EEOC) confirmed that an employer in Florida—Amelia Springs Assisted Living—will pay $20,000 in damages to resolve a pregnancy discrimination lawsuit. In this article, you will find an overview of the key things to know about the pregnancy discrimination case.
Workplace Pregnancy Discrimination Case in Florida is Settled
Amelia Springs Assisted Living is an elder care facility that is located in Fernandina Beach. The EEOC took action against the company to address allegations of pregnancy discrimination in the workplace. According to the allegations raised in the federal lawsuit, management at Amelia Springs Assisted Living cut a temporary staffer’s shifts and fired her after learning she was pregnant.
The conduct in question is a violation of the Pregnancy Discrimination Act of 1978. As part of the settlement reached, the organization has agreed to pay the affected worker $20,00. Beyond that it has also agreed to other remedies, providing more comprehensive staff training on pregnancy discrimination and submitting anti-discrimination compliance reports to the EEOC.
What is Pregnancy Discrimination?
Broadly explained, pregnancy discrimination occurs when an employer treats an applicant or employee unfavorably because of pregnancy, childbirth, or a related medical condition. Among other things, some common examples of adverse action that could be classified as pregnancy discrimination include hiring decisions, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other terms or conditions of employment. Here are the four key elements that a worker in Florida must prove in order to bring a pregnancy discrimination claim:
- Protected Status: You cannot prove pregnancy discrimination without pregnancy. A worker must prove that she was pregnant or affected by pregnancy-related conditions. Notably, if a worker is fired because her boss (wrongfully) thought she was pregnant, that may be a form of gender-based discrimination that can justify a claim.
- Qualified for the Job: Next, a worker must establish that she was performing her job satisfactorily or met the employer’s legitimate expectations. A worker who is qualified to perform a job—even if some form of reasonable accommodation is required—should not be treated any less favorably based on her pregnancy status.
- Adverse Action: Adverse action is also required. A worker must show that she suffered an adverse employment action taken by her employer. Some of the most common examples include termination, demotion, and reduction in hours.
- Causal Connection: Finally, pregnancy discrimination requires there to be a link between her pregnancy and the adverse action. Depending on the circumstances, this can be shown through direct evidence (like discriminatory statements) or circumstantial evidence (like suspicious timing or inconsistent reasons for the adverse action).
Note: Under federal law—most notably the Pregnancy Discrimination Act (PDA)—pregnancy must be treated the same as any other temporary disability. As such, an employer may have a responsibility to make a temporary reasonable accommodation for a pregnant employee.
Get Help From an Employment Lawyer in Florida
Pregnancy discrimination in the workplace can lead to an employment law claim against an employer. If you have any specific questions or concerns about a pregnancy discrimination case, please do not hesitate to contact a Florida employment lawyer for guidance and support.
