O’Reilly Auto Parts will pay $5.6 million to more than 50 Washington state workers after allegations of pregnancy discrimination, the Washington Attorney General’s Office announced. The settlement resolves a lawsuit filed against the Missouri-based auto parts retailer, alleging systemic failures to accommodate pregnant and postpartum employees, and in some cases, retaliation against those who requested accommodations.
The case highlights a growing concern over workplace protections for pregnant workers, particularly in physically demanding jobs. The $5.6 million settlement will provide compensation to affected employees and require O’Reilly to overhaul its policies and training procedures to prevent future discrimination. This resolution comes after an investigation revealed a pattern of denying reasonable accommodations, sometimes even threatening employees with job loss for requesting them.
Lawsuit Details and Allegations
The Washington Attorney General’s Office (AGO) filed the lawsuit against O’Reilly Auto Enterprises, LLC in August 2023, following multiple complaints of pregnancy-related discrimination. The AGO alleged that O’Reilly systematically failed or refused to provide reasonable workplace accommodations to pregnant and postpartum workers, violating Washington state law. The complaint further alleged that managers retaliated against employees who requested these accommodations, with threats of forced leave, termination, or being compelled to return from parental leave prematurely.
“In Washington, employers must provide accommodations to pregnant and postpartum employees to protect their health and their babies,” said Attorney General Nick Brown in a statement. “I’m proud of our team for fighting so hard to ensure compensation to the women whose rights were violated, and to protect the rights of future O’Reilly employees across Washington state.”
Admitted Lack of Training and Policy Changes
During the course of the litigation, O’Reilly admitted it had not adequately trained its management and human resources staff on the requirements of Washington’s Healthy Starts Act. This act mandates that employers provide reasonable accommodations for pregnancy-related limitations. As part of the settlement, O’Reilly has agreed to implement comprehensive training programs and adopt modern policies and practices designed to ensure the rights of its workers are respected and upheld.
The new policies will include implementing a pregnancy accommodation and anti-discrimination policy specifically for Washington state employees, explaining their rights under the Healthy Starts Act. O’Reilly will also modify its human resources system to provide simple access to these policies for employees requesting accommodations. Crucially, the company will implement policies for managers and HR staff outlining their obligations under Washington law and how to appropriately respond to accommodation requests.
Personal Impact: Ivannah Trinidad’s Story
The impact of these alleged discriminatory practices is deeply personal for those affected. Ivannah Trinidad, who worked at O’Reilly’s Puyallup Distribution Center whereas pregnant in 2022 and 2023, shared her experience. She explained that despite providing a doctor’s note restricting her from lifting more than 15 pounds due to pregnancy-related cramps, management continued to assign her tasks exceeding those limitations.
Trinidad recounted being told to “push through” the pain and being denied standard breaks to rest. After giving birth, when she requested an additional week or two of leave to care for her sick infant, O’Reilly refused, ultimately leading to her resignation. “This case was not only for me, but it was for also standing up for every pregnant woman who ever felt forced to choose between her job and her health,” she said. “I truly hope and pray that this outcome leads to change. Not just on paper, but in practice. I hope it will give other women the courage to speak up, to know their rights, and to understand that they are not alone.”
Ongoing Oversight and Compliance
The settlement extends beyond financial compensation and policy changes. For the next four years, O’Reilly will be required to provide the AGO with biannual compliance reports. These reports will detail any pregnancy discrimination complaints filed by Washington employees and indicate whether any employee’s employment was terminated while their accommodation request was pending. This ongoing oversight is intended to ensure O’Reilly maintains its commitment to protecting the rights of pregnant and postpartum workers.
The full settlement decree is available for review here.
This settlement serves as a critical reminder of the importance of workplace accommodations for pregnant workers and the legal protections available to them. The outcome of this case could influence similar cases and encourage other employers to proactively review and strengthen their policies regarding pregnancy and parental leave. The Washington AGO will continue to monitor O’Reilly’s compliance with the settlement terms, with the next compliance report due in August 2024.
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