The Pregnant Workers Fairness Act reaches past the ADA and the FMLA, including a duty to temporarily suspend essential job functions and to accommodate conditions that would not qualify as disabilities.

Even a well-supported termination can draw an expensive challenge. Used selectively, severance is less a gesture of goodwill than a way to price and contain that risk.

A manufacturer denied a hearing-impaired employee $1,700 in protective equipment, demoted her instead, and settled with the EEOC for $100,000. Here is what employers should take from it.

A recent Fifth Circuit decision gives employers firmer ground for enforcing in-person work requirements, including against requests for full-time remote work as a disability accommodation.