How Much Is Your Pregnancy Discrimination Case Worth?

In January 2020, the apparel chain Rainbow USA, Inc. settled a pregnancy discrimination lawsuit by issuing $11,000 in back pay. The settlement came after the EEOC filed a suit in Louisiana in response to a junior assistant manager being indefinitely suspended and then fired after the business learned they would need to permit pregnancy-related restrictions for the employee. According to the terms of the agreement, Rainbow USA, Inc. also agreed to train employees on its new nondiscrimination policy.

Minnesota assisted living facility White Pine Senior Living agreed to pay $73,000 to settle a pregnancy discrimination and retaliation case in April 2025. EEOC’s lawsuit is in response to the facility promoting a female employee before demoting her after learning she was pregnant. The lawsuit also asserts that the manager began excessively scrutinizing the employee’s work. The employee was eventually forced to quit after White Pine Senior Living hired a replacement, citing their assumption that they couldn’t rely on the pregnant employee to fulfill her duties.

In addition to the sum, the facility must revise its antidiscrimination policies and administer training to prevent pregnancy discrimination issues. The EEOC is also permitted to monitor all future pregnancy discrimination complaints.

An April 2023 press release announced that Symphony Deerbrook, LLC, a Chicago nursing and rehabilitation facility, will pay $400,000 and additional relief after settling a lawsuit for pregnancy discrimination against its employees. The EEOC found that the facility was mandating all employees inform them if they become pregnant, and that those employees must have a doctor’s note to release them to work without restriction. The lawsuit also notes Symphony Deerbrook’s alleged denial of reasonable accommodations and subsequent termination of pregnant employees.

The settlement amount will be divided and paid out to 11 separate employees.

Kurt Bluemel, Inc., a Maryland plant nursery, will pay $40,000 and provide remedial relief to settle an EEOC pregnancy discrimination lawsuit, according to an April 2025 press release. The lawsuit stemmed from the business’s refusal to reinstate a six-year employee after her maternity leave despite an expectation of her return. The EEOC found that the nursery claimed no work was available, even though they had recently hired nonpregnant employees both before and after she attempted to return.

Kurt Bluemel, Inc. has also been ordered to enact a policy to prevent future pregnancy-based discrimination, provide employee and management training on said policy, and issue notice about the settlement.

In October 2023, the EEOC announced that Dolgencorp, LLC — better known as the national retailer Dollar General — must pay $42,500 as part of a pregnancy discrimination lawsuit. Details of the lawsuit reveal that a Dollar General employee was fired after telling her manager she was pregnant. When the associate attempted to discuss her reinstatement, she alleges that the manager refused to allow it after asking if it would be safe to work while pregnant. The employee later received a formal separation notice that listed her reason for termination as “health reasons.”

The settlement sum reflects the EEOC’s effort to secure back and front pay as well as compensatory and punitive damages. Dollar General must also revise its antidiscrimination policies, conduct relevant managerial training and submit discrimination complaints to the EEOC for additional monitoring.