Most small business owners aren’t thinking about ADA accommodations or pregnancy accommodations on a daily basis. You’re focused on running your business—your clients, your team, your revenue. But a recent Ohio case is a powerful reminder that how you handle an accommodation request can carry serious legal and financial risk. And for small businesses without dedicated HR support, these situations can be especially difficult to navigate.
What Happened in the Ohio Pregnancy Accommodation Case
In a recent Ohio lawsuit, an employee with a high-risk pregnancy requested a temporary work-from-home accommodation supported by her doctors. Her employer denied the request and instead required her to return to work or take unpaid leave. She returned to work to maintain her income and benefits. Shortly after, she went into premature labor. Her baby died. A jury later found the employer’s decision was a substantial factor in that outcome and awarded $22.5 million in damages.
Why This Case Matters for Small Business Employers
It’s easy to assume this is an extreme situation. But the reality is, the underlying issue is very common:
- An employee requests a workplace accommodation
- A manager isn’t sure what’s required under the ADA or PWFA
- The business worries about fairness, productivity, or precedent
- The decision is delayed, denied, or handled inconsistently
For small businesses, this often happens because there isn’t a clear HR process in place. And that’s where risk increases.
ADA and Pregnancy Accommodations Are More Complex Than They Seem
Many employers believe they’re being compliant—but today’s legal expectations go further. Under laws like the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA), employers are expected to:
- Engage in a timely, interactive process
- Consider reasonable accommodations like remote work or modified duties
- Avoid defaulting to unpaid leave if work can continue with adjustments
- Make individualized decisions based on the situation
For small businesses, applying these requirements in real time—without HR guidance—can be challenging.
Where Small Businesses Face the Most Risk
In our experience, risk doesn’t come from bad intentions. It comes from common decision points. Sometimes employers default to leave because it feels like the safest option. But legally, leave is often the last option—not the first. Other times, decisions are delayed because no one is quite sure what to do. But delays in responding to accommodation requests can create liability. And often, managers are left to make these decisions without the training or support needed to evaluate risk properly. These are normal challenges—but they can lead to serious consequences if not handled carefully.
The Bigger Legal Risk: It’s Not Just About Compliance
One of the most important takeaways from this case is that it extended beyond a typical employment law claim: It became a wrongful death case based on negligence.
That means the focus wasn’t just on whether the employer followed the law—but whether their decision caused harm. For small business owners, this represents a shift: It’s no longer just about compliance. It’s about making reasonable, well-informed decisions in high-risk situations.
How Small Businesses Can Better Handle Accommodation Requests
You don’t need a large HR department to manage ADA accommodations effectively. But you do need a thoughtful approach. When an accommodation request comes in, it’s important to pause and ask:
- Can this employee continue working with adjustments?
- Have we fully considered reasonable options?
- Are we moving quickly enough?
- Do we have the right expertise involved?
Taking the time to evaluate these questions can make a significant difference in both outcomes and risk.
How My Business Resource Supports Small Businesses
At My Business Resource, we work with small and growing businesses every day to navigate situations like this.
We help you:
- Respond to ADA and pregnancy accommodation requests in real time
- Understand what’s required—and what’s reasonable
- Support your managers so they know when to escalate decisions
- Put simple, practical HR processes in place
Because you shouldn’t have to figure this out alone—especially when the stakes are high. If you’re unsure how your business would handle an accommodation request today, now is the time to take a closer look. A quick conversation can help you identify gaps, reduce risk, and feel more confident in your approach.