The US Equal Employment Opportunity Commission (EEOC) has filed a federal lawsuit against Hotel Equities Group, LLC, alleging the company violated U.S. employment law by failing to provide reasonable workplace accommodations for pregnancy and religious practice.
The complaint, filed in the Northern District of Illinois in early February 2026, underscores legal expectations on employment discrimination compliance in the hotel management sector.
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Alleged failure to provide pregnancy and religious accommodations
According to the EEOC complaint, Hotel Equities Group did not meet legal requirements when two front desk clerks at a Hilton-branded property in Oak Lawn, Illinois, requested accommodations in 2023.
In the first case, a pregnant employee asked to be allowed to sit during her shift for medical reasons supported by a doctor’s note. After a colleague temporarily provided a suitable chair, management replaced it with a small stool that lacked adequate support and discouraged its use.
The employee’s scheduled hours were diminished, and her employment was terminated shortly thereafter, the lawsuit says.
The second employee, an assistant pastor, sought to avoid Saturday overnight shifts that conflicted with his religious observance on Sundays. The EEOC says management initially agreed but then scheduled him for those shifts anyway and reduced his hours after he raised concerns.
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By GlobalDataLegal framework for discrimination and retaliation
The lawsuit claims that these actions breach both the Pregnant Workers Fairness Act (PWFA) and Title VII of the Civil Rights Act of 1964, federal laws designed to protect employees from discrimination and retaliation for legally protected accommodation requests.
The PWFA requires employers to provide reasonable adjustments for pregnancy-related limitations, unless doing so would cause undue hardship. Title VII prohibits discrimination based on religion and obliges employers to accommodate religious practices that do not impose undue hardship on business operations.
Both statutes also bar retaliation against employees for requesting accommodation.
The EEOC attempted to resolve the matter through administrative conciliation before filing suit. The agency is pursuing injunctive relief and damages for the affected employees.
Implications for hotel employment practices
This legal action highlights industry risks linked to workplace discrimination and retaliation claims in hotel operations, particularly in the United States.
Employers in the hotel and hospitality sector must understand and comply with anti-discrimination laws, especially when handling accommodation requests tied to health and religious practice.
Legal experts and HR leaders have noted that failure to reasonably accommodate such requests can lead to enforcement actions by federal regulators.
The case follows other recent employment discrimination and accommodation disputes involving hotel companies and reinforces the need for robust policies and training to ensure lawful treatment of employees.
