©2026 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2026 EDITION | 70 EEOC v. Venetian Las Vegas Gaming, LLC, Case No. 2:25-cv-1148 (D. Nev.). The lawsuit alleged that since 2016, the company discriminated against a class of employees based on religion in violation of Title VII. The company allegedly failed to grant reasonable accommodations for the employees’ religious beliefs and retaliated against them by subjecting them to adverse employment actions like discipline, suspension, and/or discharge. EEOC v. Crystal Ridge Ski Area LLC d/b/a The Rock Snowpark, 2:25-cv-940 (E.D. Wis.). The EEOC filed suit against the company, alleging the company fired a Christian employee due to his religion. The employee frequently posted religious content on his private social media pages, including quotes and Bible verses, but the posts were not directed at his co-workers and the company never received complaints from customers or other employees, according to the complaint. A manager expressed concerns to the employee that his posts were anti-LGBTQ+ and asked that he stop posting to social media. Three days later, the employee posted a Bible verse on social media and was terminated that day, allegedly because of the social media post. The EEOC brings Title VII claims. B. Healthcare In 2025, the EEOC signaled a greater focus on the healthcare sector, bringing suits against 14 different companies. The primary areas of attention were age discrimination, religious discrimination, sex discrimination, and disability discrimination. Notably, three suits were filed under the PWFA for pregnancy discrimination. KEY CASES FILED IN FY 2025 EEOC v. PT Administrative Services LLC, Case No. 1:25-cv-3615 (E.D.N.Y.). According to the complaint, a patient services coordinator gave birth and asked the company, a physical therapy chain, for reasonable accommodations to allow her to recover from childbirth and facilitate lactation. The company allegedly refused to grant accommodations and immediately fired the employee, in violation of the PWFA. EEOC v. Roland Park SNF Operations, LLC, et al., Case No. 1:25-cv-02986 (D. Md.). The EEOC brought suit against the company on behalf of a certified nursing assistant. The certified nursing assistant informed the company she had a temporary restriction from lifting patients due to risks during her pregnancy. Because the company maintained a policy reserving light or modified duty for workers who suffered on-the-job injuries, the company allegedly refused to provide a reasonable accommodation, terminated the employee, and encouraged her to reapply for a position after her pregnancy. The EEOC brings claims under the PWFA and Title VII. 15 Health Care Industry Merit Cases Filed in FY 2025 Chicago Charlotte Phoenix New York Dallas Birmingham Philadelphia Houston 3 4 2 2 1 1 1 1 EEOC District Offices Bringing Suit & Number of Lawsuits Brought by Each District Statutory Basis for Suit 8: Title VII 4: ADA 3: PWFA 2: ADEA 1: PDA ©2026 Seyfarth Shaw LLP
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