Staffing agency pays $185K to settle EEOC claims it fired workers for pregnancy

Summary

California-based staffing agency Eastridge Workforce Solutions agreed to pay $185,000 to settle a pregnancy discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC’s complaint, filed in September 2025, alleged a pattern of pregnancy discrimination dating back to at least 2019 — including terminating a worker placed at Feit Electric shortly after she disclosed her pregnancy.

Under a three-year consent decree, the agency will pay the monetary settlement, expunge certain personnel records, provide neutral references and consider reinstating former employees. It must also deliver training on pregnancy discrimination, review and possibly update its anti-discrimination policies, and take other corrective actions required by the EEOC.

Key Points

Eastridge Workforce Solutions will pay $185,000 to resolve EEOC pregnancy discrimination claims.
The EEOC alleged a history of discriminatory conduct going back to at least 2019, including the joint termination of a placed worker after she disclosed her pregnancy.
The consent decree lasts three years and requires record expungement, neutral references and consideration of reinstatement for affected workers.
The agency must provide training on pregnancy discrimination and review its anti-discrimination policies and procedures.
The case was brought under the Pregnancy Discrimination Act and highlights enforcement under the Pregnant Workers Fairness Act as part of EEOC priorities.

Context and relevance

The EEOC has kept pregnancy discrimination high on its enforcement list, using both the Pregnancy Discrimination Act and the newer Pregnant Workers Fairness Act (PWFA). With the agency recently regaining a quorum and sharpening enforcement tools, cases like this are a reminder that employers — especially staffing and temp agencies that place workers with third parties — face scrutiny for how they treat pregnant workers and whether they provide lawful accommodations.

Why should I read this?

Short version: if you run HR, manage placements or work with temporary staff, this is the sort of compliance headache you want to avoid. The EEOC is actively using new and existing laws to police pregnancy discrimination — and settlements now include not just money but policy changes, training and potential reinstatement. Read on to see what employers are being required to change so you can check your own processes before you get a letter from the regulator.

Author’s take

Punchy and plain: this isn’t just about a fine. It’s about reputational risk and operational fixes — training, better policies and careful handling of placement relationships. If you ignore it, you’ll pay more than cash; you’ll pay time, disruption and trust.