Denied Family Leave? What the Costco and Amazon Cases Teach About Your Legal Rights.
Each year, millions of Americans balance work with caring for a sick loved one or managing their own serious health conditions—yet many don’t realize that denying even a short leave can be a violation of federal law. Recent court rulings and lawsuits, including a federal decision involving Costco and a new complaint against Amazon, are shining a spotlight on the legal protections workers have under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Pregnant Workers Fairness Act (PWFA).
These cases illustrate what can happen when employers fail to properly accommodate employee health needs or caregiving responsibilities—and why understanding your rights matters more than ever.
The Legal Foundation: FMLA and Caregiving Leave
The Family and Medical Leave Act provides eligible employees with up to 12 weeks of unpaid, job-protected leave each year to care for a spouse, child, or parent with a serious health condition—or to manage their own serious illness. To qualify, an employee must have worked for their employer for at least one year, logged a minimum of 1,250 hours in the previous 12 months, and work for a company with at least 50 employees within a 75-mile radius.
In a recent case, Terry Head, a long-serving Costco employee, resigned after being denied leave to care for his wife, who was battling cancer. Head sued Costco, and a federal judge ruled that his FMLA claim could proceed to trial, noting the company may have violated the law by refusing to accommodate his caregiving needs. The court’s ruling emphasized the potential for “associational discrimination,” where an employer penalizes an employee due to their relationship with a person who has a serious medical condition.
What Is Associational Discrimination?
Associational discrimination occurs when an employer treats an employee unfairly because they are closely associated with someone who has a disability or serious illness. In Terry Head’s case, the question is whether Costco’s denial of leave—followed by his resignation—was an unlawful act of discrimination due to his wife’s condition. Federal courts are increasingly recognizing these claims, especially when employers fail to engage in dialogue or consider legitimate leave requests.
Expanding the Issue: Pregnancy and Medical Leave Under Scrutiny
While the Costco case focuses on family caregiving, a more recent lawsuit against Amazon broadens the conversation to workers’ own medical emergencies—specifically pregnancy-related conditions.
On May 29, 2025, a warehouse worker in Orlando filed a federal lawsuit against Amazon after the company allegedly refused to approve unpaid medical leave for her ectopic pregnancy, then terminated her employment. According to the complaint, she notified the company of her condition using Amazon’s employee app and followed up with emails to HR requesting five weeks of leave to recover from surgery that included removal of an embryo and one fallopian tube. Her doctor even faxed medical documentation confirming her diagnosis and treatment timeline.
Despite this, Amazon reportedly fired her for not being approved for leave—without engaging in any interactive process required under employment law. The lawsuit claims violations of the Family and Medical Leave Act, the Americans with Disabilities Act, the Florida Civil Rights Act, and the newly enacted Pregnant Workers Fairness Act (PWFA).
What the Law Requires from Employers
Under the FMLA, an eligible employee can take leave for a “serious medical condition”—including pregnancy-related health complications. U.S. Department of Labor regulations clarify that this includes any condition requiring inpatient care or ongoing treatment. Pregnancy-related incapacity, prenatal care, and complications like ectopic pregnancy clearly qualify.
Beyond FMLA, the PWFA, finalized by the EEOC in April 2024, requires employers to reasonably accommodate conditions related to pregnancy, even if the condition isn’t considered a disability under the ADA. This includes recovery from miscarriage, stillbirth, or medically necessary abortions. In the Amazon case, the alleged failure to engage in dialogue or provide accommodations may violate multiple federal statutes, each designed to protect vulnerable employees during medical crises.
Why These Cases Matter to All U.S. Workers
Whether you’re dealing with your own medical needs or caring for a loved one, these cases show that legal protections exist—but they are only useful if workers know how to use them. In both the Costco and Amazon cases, the central issue isn’t just the denial of leave—it’s the failure of the employer to meaningfully engage in a process to assess and honor valid requests.
This lack of engagement can open employers to serious legal liability and emotional harm for workers. With over 670,000 divorces and 2 million marriages each year in the U.S., and growing caregiving responsibilities across generations, understanding the reach of these federal laws is crucial.
Legal Tip: Act Quickly and Document Everything
If your leave request is denied—whether for a pregnancy-related issue or a family emergency—don’t wait to seek advice. Most FMLA claims must be filed within two years of the violation, and documentation can be the difference between success and dismissal in court. Save emails, app messages, HR communications, and medical records.
Engaging an employment lawyer early helps clarify your rights and next steps, especially if you’re being pressured to resign or terminated unfairly.
Final Thoughts: Know Your Rights and Assert Them
The recent lawsuits involving Costco and Amazon underscore how easily workplace leave requests can become legal battles. From caring for a spouse with cancer to recovering from a traumatic medical emergency, employees across America rely on the protections of FMLA, ADA, and PWFA.
Employers are required to take these laws seriously—and so should you. If you’re denied time off for a legitimate health or caregiving reason, you have legal options.
If you believe your employer acted unlawfully, or if you’re unsure whether your rights were violated, contact us today. We help employees protect their families, their jobs, and their futures—because no one should be punished for trying to take care of themselves or the people they love.
People Also Ask
What should I do if my leave request is denied?
Start by asking your employer for a written explanation. Then, review your eligibility under laws like the FMLA or PWFA. If you believe the denial was unlawful, consult an employment attorney immediately. Acting quickly can preserve your legal rights.
Is it illegal for an employer to deny compassionate leave?
There’s no specific federal law called “compassionate leave,” but if your request involves caring for a seriously ill family member or dealing with your own serious condition, you may be protected under the Family and Medical Leave Act (FMLA) or similar state laws. In some cases, a denial could be unlawful.
Can you legally be denied annual leave?
Yes, in most U.S. states, employers can deny annual or vacation leave requests if the timing doesn’t suit business needs—unless it’s contractually guaranteed. However, medical or family-related leave under federal laws like FMLA must meet stricter legal standards for denial.