A $22.5 million warning for the return-to-office era

A company has been ordered to pay $22.5 million over pregnancy accommodation disputes during its return-to-office push, signaling that employers cannot use mandate policies to override legal obligations to pregnant workers. The case underscores that pregnancy accommodations—such as remote work or modified schedules—are legally required protections, not discretionary benefits companies can revoke in pursuit of office-first strategies. As corporations increasingly demand in-person work, this penalty sends a warning that blanket return-to-office policies that fail to account for pregnancy-related needs expose employers to significant liability. The ruling reinforces existing employment law: companies must engage in individualized assessments and provide reasonable accommodations to pregnant employees, regardless of broader workplace directives. This development is likely to influence how major employers structure return-to-office policies going forward, particularly regarding worker protections.