A Philadelphia-based nonprofit that supports abused and neglected children is facing a federal lawsuit for allegedly refusing to accommodate a pregnant employee during the COVID-19 pandemic, the U.S. Equal Employment Opportunity Commission announced.
The EEOC filed suit against the Support Center for Child Advocates (SCCA), alleging the organization violated federal civil rights laws when it denied a social worker’s request to work remotely during her high-risk pregnancy. The agency said the employee sought to minimize her exposure to COVID-19 by working from home, with the exception of in-person home visits and court appearances.
The EEOC alleges that the same remote work arrangement was granted to a non-pregnant colleague. Unable to obtain the same accommodation, the pregnant employee resigned due to health concerns, the agency said.
Violation of Title VII and the Pregnancy Discrimination Act
The lawsuit, filed in U.S. District Court for the Eastern District of Pennsylvania (Case No. 2:25-cv-00310), contends that the nonprofit’s actions violated Title VII of the Civil Rights Act of 1964 and the Pregnancy Discrimination Act. These laws prohibit discrimination on the basis of sex, including pregnancy and related medical conditions.
“Failing to provide accommodations to pregnant employees can be a form of discrimination that may violate several of the statutes enforced by the EEOC,” said Debra M. Lawrence, regional attorney for the EEOC’s Philadelphia District Office. “When pregnant employees request reasonable accommodations, employers must be aware of their duties under Title VII, the Pregnant Workers Fairness Act, and, in some instances, the Americans with Disabilities Act.”
The agency said it attempted to resolve the matter through its conciliation process before proceeding with litigation.
Remote work and pregnancy rights during COVID-19
The case highlights the legal responsibilities of employers during public health emergencies, particularly when employees face heightened medical risks due to pregnancy. The EEOC alleges that the denial of the accommodation, despite granting it to another employee without a pregnancy-related medical condition, amounted to discriminatory treatment.
The Pregnant Workers Fairness Act (PWFA), which took effect in June 2023, expanded protections for employees with pregnancy-related limitations, including the right to reasonable accommodations. Although the events in this case appear to have occurred prior to the PWFA’s implementation, the EEOC said the employer’s actions violated Title VII and its amendments.
