A cake decorator at a Wisconsin grocery store came back from maternity leave and asked to keep a water bottle at her workstation. She needed it to stay hydrated and maintain her breast milk supply. Her doctor backed the request in writing.
Her employer fired her.
On March 23, 2026, the EEOC filed a federal lawsuit against Roundy’s Supermarkets, the company behind Pick ‘n Save and Metro Market stores. The agency alleges Roundy’s violated both the Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA) by terminating the employee instead of accommodating her.
The details of this case are worth understanding, because the law it’s built on is still new, and most employees (and many employers) don’t fully grasp what it requires.
According to the EEOC’s complaint (EEOC v. Roundy’s Supermarkets, Inc., Case No. 3:26-cv-00241, W.D. Wis.), the cake decorator returned from maternity leave in June 2024 and made two requests:
She provided a doctor’s letter supporting both accommodations. Her original store, a Pick ‘n Save in Madison, approved both without issue.
Then the company transferred her to a Metro Market location in Shorewood Hills. The new management denied her water request. The pumping spaces they offered were frequently locked or dirty and lacked adequate privacy.
When she escalated the issue to HR, the company demanded she sign a HIPAA release granting access to her private medical records. Roundy’s later admitted to the EEOC that this release wasn’t even necessary for the accommodation she’d requested. According to the filing, Roundy’s routinely requires these releases from any employee seeking a workplace accommodation, regardless of whether the medical inquiry is warranted.
After the employee continued keeping a water bottle at her workstation, Roundy’s placed her on unpaid suspension and then fired her on August 16, 2024.
The EEOC also noted that Roundy’s, a company with over 500 employees, did not have a written policy addressing pregnancy-related accommodations at the time, and still may not.
The Pregnant Workers Fairness Act took effect on June 27, 2023. It’s one of the most significant workplace protections passed in the last decade, and many employers are still figuring out how to comply.
Here’s what the PWFA requires:
Under the PWFA’s final regulations (29 CFR Part 1636), examples of reasonable accommodations explicitly include:
A water bottle at a bakery workstation is about as straightforward as a reasonable accommodation gets.
The EEOC is using this case to show how it plans to enforce the PWFA. Three things stand out that every employee should understand:
The employee’s first store approved her accommodations immediately. Her second store refused the same request. If your employer has multiple locations, the law applies at all of them, not just the ones with reasonable managers.
Roundy’s required a HIPAA release to access private medical records before granting a simple accommodation. Under the ADA, employers can only request medical documentation when it’s job-related and consistent with business necessity. A water bottle request backed by a doctor’s note doesn’t justify a blanket release of your medical history.
The EEOC specifically called out Roundy’s for lacking a written pregnancy accommodation policy. Employers with over 500 employees that haven’t implemented PWFA-compliant policies are essentially building the EEOC’s case for them.
If you’re a nursing mother or pregnant worker, here’s what you need to know:
The PWFA doesn’t just cover pregnancy. It covers childbirth and related medical conditions, which include lactation. Accommodations for breastfeeding and pumping are explicitly protected.
When you request an accommodation, your employer is legally required to have a conversation about what works. That’s the “interactive process.” Ignoring your request or immediately demanding your full medical history isn’t engaging. It’s potentially illegal.
Even if your employer believes your accommodation request isn’t covered, firing you for asking is itself a violation of the PWFA.
Keep copies of your accommodation requests, your doctor’s notes, your employer’s responses, and any disciplinary actions. This documentation is critical if you need to file a charge with the EEOC.
If you believe your employer has violated the PWFA or discriminated against you due to pregnancy:
These deadlines are strict. Missing them can mean losing your right to pursue a claim entirely.
Under both the PWFA and the federal PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act), most employers must provide reasonable break time and a private space (not a bathroom) for employees to express breast milk for up to one year after the child’s birth. Denying a reasonable pumping accommodation without demonstrating undue hardship is a violation of federal law.
The PWFA applies to employers with 15 or more employees, including private employers, state and local governments, employment agencies, and labor organizations.
Examples include modified work schedules, additional breaks, permission to sit or stand as needed, temporary reassignment, access to food and water, telework, and time off for medical appointments. The key question is whether the accommodation would cause “undue hardship” to the employer. A water bottle almost certainly doesn’t.
If you’ve been denied a reasonable accommodation, disciplined for requesting one, or terminated during or after pregnancy, you may have a claim under federal and state law.
Wanta Thome’s attorneys have deep experience in pregnancy discrimination, FMLA interference, and workplace retaliation claims across Minnesota and Illinois. We offer free, confidential consultations, and you pay nothing unless we recover compensation for you.
Disclaimer: This blog post is for informational purposes only and does not constitute legal advice. Every case is unique, and past results do not guarantee future outcomes. If you believe your rights have been violated, consult an attorney to evaluate your specific situation.
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