When it comes to accommodations, one decision can set the tone for how employees feel about their employer—and how much legal risk the company is carrying. In Kasie L. v. United States Postal Service (2025), the Equal Employment Opportunity Commission (EEOC) sent a strong reminder: forcing a new mother to pump breast milk in a bathroom is not only demeaning, it’s discriminatory.
In this post, we’ll break down the case, look at where USPS went wrong, discuss what they could have done differently, and offer forward-looking insights for employers navigating pregnancy and lactation accommodations today.
The complainant, a new mother, returned to her role at a USPS Processing & Distribution Center in Columbus, Ohio after maternity leave. Initially, her manager allowed her to use a vacant conference room to pump breast milk—a private, clean, and appropriate solution.
A new manager later revoked her access to that room and instructed her to use the employee bathroom instead. After union negotiations, USPS eventually provided a more suitable space, but only after weeks of the complainant being forced into an unsuitable and humiliating environment.
The complainant filed a claim alleging discrimination under Title VII of the Civil Rights Act and the Pregnancy Discrimination Act (PDA) of 1978. The EEOC found in her favor, concluding that the Agency’s actions were discriminatory—even though this case occurred before the Pregnant Workers Fairness Act (PWFA) of 2023 went into effect.
🚫 Ignoring existing policy
Even in 2014, USPS policy (via the Fair Labor Standards Act) required that employees have access to a private lactation space that is not a bathroom. By knowingly placing the complainant in violation of this policy, the manager created clear legal exposure for the Agency.
🚫 Managerial bias and misjudgment
The EEOC called the decision “deeply offensive on its face.” The new manager revoked access abruptly, claiming “security concerns,” yet evidence showed other non-admin employees routinely entered the space for work purposes. The disproportionate punishment suggested bias against a nursing mother.
🚫 Failure to provide continuity
The employee had already been given a reasonable accommodation. By revoking it without offering an equal or better alternative, the Agency created unnecessary disruption and risk.
🚫 Humiliation and harm
Being relegated to a bathroom to express breast milk is not only unsanitary, it’s humiliating. The EEOC specifically noted the complainant’s humiliation as evidence of discriminatory treatment.
✔️ Maintain consistency
Once an accommodation is granted, continuity matters. If circumstances change (like a new manager or a role shift), employers must ensure accommodations remain intact or are replaced with an equal or better alternative.
✔️ Train Managers on compliance
Managers need clear training on federal requirements, including Title VII, PDA, and now PWFA. In this case, the lack of understanding (or disregard) of USPS’s own policy was central to the finding of discrimination.
✔️ Document and communicate
Every accommodation decision should be documented. If a space is being reassigned or closed, HR and managers should collaborate to ensure an alternative is lined up before access is removed.
✔️ Treat Employees with dignity
This sounds obvious, but it matters. A private, clean, and safe environment is a basic expectation for lactating employees. Employers should evaluate not just whether they are “technically” compliant, but whether they are treating employees with respect and fairness.
1. The Pregnant Workers Fairness Act (PWFA) raises the bar
Since June 27, 2023, employers covered under PWFA are required to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions, unless doing so creates undue hardship. This law removes ambiguity. What USPS did in 2014 would be a clear violation today.
2. Proactive space planning
Employers should designate appropriate lactation spaces in advance—clean, private, and accessible. Don’t wait until an employee requests it.
3. Digital accommodation tracking
Using a platform like Disclo ensures requests are centralized, compliant, and transparent. Systems like this prevent managers from making inconsistent or harmful decisions in isolation.
4. Manager accountability and culture
Policies are only as strong as the people enforcing them. Employers should:
5. Think beyond minimum compliance
The legal standard is the floor, not the ceiling. Forward-thinking employers see accommodations as a way to:
The USPS case underscores a core truth: accommodations are about both compliance and humanity. By forcing a nursing mother into a bathroom, USPS failed on both fronts.
Employers today have more clarity than ever thanks to the PWFA, but they also face greater scrutiny. Every decision matters.
With clear policies, trained managers, proactive planning, and technology to support compliance, employers can avoid costly mistakes and—more importantly—build workplaces where all employees feel respected and supported.
Bottom line: Don’t wait for an EEOC decision to remind you that bathrooms aren’t lactation spaces. Invest in systems and training that make accommodations seamless, consistent, and fair.
In this post, we break down Kasie L. v. USPS, look at where USPS went wrong, and offer forward-looking insights for employers navigating pregnancy and lactation accommodations today.
When it comes to accommodations, one decision can set the tone for how employees feel about their employer—and how much legal risk the company is carrying. In Kasie L. v. United States Postal Service (2025), the Equal Employment Opportunity Commission (EEOC) sent a strong reminder: forcing a new mother to pump breast milk in a bathroom is not only demeaning, it’s discriminatory.
In this post, we’ll break down the case, look at where USPS went wrong, discuss what they could have done differently, and offer forward-looking insights for employers navigating pregnancy and lactation accommodations today.
The complainant, a new mother, returned to her role at a USPS Processing & Distribution Center in Columbus, Ohio after maternity leave. Initially, her manager allowed her to use a vacant conference room to pump breast milk—a private, clean, and appropriate solution.
A new manager later revoked her access to that room and instructed her to use the employee bathroom instead. After union negotiations, USPS eventually provided a more suitable space, but only after weeks of the complainant being forced into an unsuitable and humiliating environment.
The complainant filed a claim alleging discrimination under Title VII of the Civil Rights Act and the Pregnancy Discrimination Act (PDA) of 1978. The EEOC found in her favor, concluding that the Agency’s actions were discriminatory—even though this case occurred before the Pregnant Workers Fairness Act (PWFA) of 2023 went into effect.
🚫 Ignoring existing policy
Even in 2014, USPS policy (via the Fair Labor Standards Act) required that employees have access to a private lactation space that is not a bathroom. By knowingly placing the complainant in violation of this policy, the manager created clear legal exposure for the Agency.
🚫 Managerial bias and misjudgment
The EEOC called the decision “deeply offensive on its face.” The new manager revoked access abruptly, claiming “security concerns,” yet evidence showed other non-admin employees routinely entered the space for work purposes. The disproportionate punishment suggested bias against a nursing mother.
🚫 Failure to provide continuity
The employee had already been given a reasonable accommodation. By revoking it without offering an equal or better alternative, the Agency created unnecessary disruption and risk.
🚫 Humiliation and harm
Being relegated to a bathroom to express breast milk is not only unsanitary, it’s humiliating. The EEOC specifically noted the complainant’s humiliation as evidence of discriminatory treatment.
✔️ Maintain consistency
Once an accommodation is granted, continuity matters. If circumstances change (like a new manager or a role shift), employers must ensure accommodations remain intact or are replaced with an equal or better alternative.
✔️ Train Managers on compliance
Managers need clear training on federal requirements, including Title VII, PDA, and now PWFA. In this case, the lack of understanding (or disregard) of USPS’s own policy was central to the finding of discrimination.
✔️ Document and communicate
Every accommodation decision should be documented. If a space is being reassigned or closed, HR and managers should collaborate to ensure an alternative is lined up before access is removed.
✔️ Treat Employees with dignity
This sounds obvious, but it matters. A private, clean, and safe environment is a basic expectation for lactating employees. Employers should evaluate not just whether they are “technically” compliant, but whether they are treating employees with respect and fairness.
1. The Pregnant Workers Fairness Act (PWFA) raises the bar
Since June 27, 2023, employers covered under PWFA are required to provide reasonable accommodations for pregnancy, childbirth, and related medical conditions, unless doing so creates undue hardship. This law removes ambiguity. What USPS did in 2014 would be a clear violation today.
2. Proactive space planning
Employers should designate appropriate lactation spaces in advance—clean, private, and accessible. Don’t wait until an employee requests it.
3. Digital accommodation tracking
Using a platform like Disclo ensures requests are centralized, compliant, and transparent. Systems like this prevent managers from making inconsistent or harmful decisions in isolation.
4. Manager accountability and culture
Policies are only as strong as the people enforcing them. Employers should:
5. Think beyond minimum compliance
The legal standard is the floor, not the ceiling. Forward-thinking employers see accommodations as a way to:
The USPS case underscores a core truth: accommodations are about both compliance and humanity. By forcing a nursing mother into a bathroom, USPS failed on both fronts.
Employers today have more clarity than ever thanks to the PWFA, but they also face greater scrutiny. Every decision matters.
With clear policies, trained managers, proactive planning, and technology to support compliance, employers can avoid costly mistakes and—more importantly—build workplaces where all employees feel respected and supported.
Bottom line: Don’t wait for an EEOC decision to remind you that bathrooms aren’t lactation spaces. Invest in systems and training that make accommodations seamless, consistent, and fair.
