Key facts
- Four former Amazon warehouse employees filed a class-action lawsuit alleging discrimination.
- The lawsuit claims Amazon denied pregnant workers basic accommodations like bathroom breaks and chairs.
- Plaintiffs allege they were terminated after seeking medically necessary breaks or absences.
- The lawsuit cites the Pregnant Workers Fairness Act (PWFA) and claims Amazon violated it.
- The EEOC previously found reasonable cause for discrimination against a nationwide class of female warehouse associates.
- Amazon stated that over 99.9% of pregnancy-related accommodation requests were approved.
Four former Amazon warehouse employees have filed a class-action lawsuit in the US District Court for the Eastern District of New York, accusing the company of discriminating against pregnant workers. The plaintiffs, Willamina Barclay, Kristina Green, Jennifer Hatch, and Dazaria Parks, allege that Amazon denied them basic pregnancy-related accommodations, such as additional bathroom breaks and the ability to sit while working, and subsequently terminated their employment.
The lawsuit contends that Amazon unlawfully applied its policies, demanding medical documentation for even simple requests and punishing employees who took medically necessary breaks or absences. This allegedly led to the depletion of their limited unpaid time off, resulting in threats of termination and eventual dismissal. The plaintiffs seek reinstatement, back pay, compensation for lost benefits, and punitive damages.
Amazon has denied the allegations, stating that the lawsuit contains inaccuracies and does not reflect the reality of its accommodations process. The company asserted that it strives to provide a safe environment and supports tens of thousands of employees with pregnancy accommodations annually, with over 99.9% of requests approved in the past year. Amazon also highlighted its provision of up to 20 weeks of paid leave for eligible birthing parents.
The lawsuit is bolstered by the Pregnant Workers Fairness Act (PWFA) of 2022, a federal law requiring employers to provide reasonable accommodations for pregnancy-related conditions unless it creates an undue hardship. The lawsuit notes that the EEOC, which enforces the PWFA, instructed employers in 2024 that demanding documentation for common accommodations like extra breaks or sitting is often unreasonable. Jennifer Hatch's claims were reportedly deemed credible by the EEOC, which found reasonable cause for discrimination against a nationwide class of female warehouse associates. The EEOC subsequently issued Hatch and Barclay a Notice of Right to Sue.
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