Two recent cases under the Pregnant Workers Fairness Act (PWFA) and the PUMP Act provide an early look at how courts and juries are treating these relatively new protections. In both cases, employees prevailed—and recovered significant damages.

Pregnancy Accommodations Must Be Taken Seriously

In Tarango v. PermiaCare (W.D. Tex. 2026), an employee requested relatively modest pregnancy-related accommodations, including permission to wear different footwear and to work remotely after giving birth. Those requests were denied. The employee also experienced ongoing workplace mistreatment that had a significant emotional impact. The case proceeded to arbitration, where the employee was awarded $375,835, including $150,000 for emotional distress. The PWFA requires employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions. This case is an early example of what can happen when employers fail to engage in that process.

Lactation Rights—and Retaliation Protections—Are Real

In Newell v. The Cardiovascular Clinic of West Tennessee (W.D. Tenn. 2026), a sonographer requested time to pump breast milk at work. After raising those concerns, she was disciplined and ultimately terminated. A jury found that the employer unlawfully retaliated against her and awarded $232,174 in damages, including $116,000 for emotional distress. Attorneys fees will be awarded separately. The PUMP Act not only requires employers to provide break time and space for pumping—it also protects employees from retaliation for asserting those rights.

What Employees Should Know

These cases reflect a few consistent themes:

  • Requests for pregnancy or lactation accommodations do not need to be complicated to be legally protected
  • Employers are required to engage in the process, not ignore or dismiss requests
  • Adverse treatment after raising these issues may support a retaliation claim
  • Emotional harm is a recognized and compensable part of these cases

If Your Rights Were Violated, We Can Help

If you requested accommodations related to pregnancy or breastfeeding and were denied, ignored, or treated differently afterward, it may be worth exploring your options. These laws are still developing, but early cases suggest that courts and juries are willing to enforce them. If you have questions about your situation, an employment attorney can help you understand your rights and next steps. Contact us at hq-law.com to discuss your situation.

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