Subaru worker sues, alleges ADA disability discrimination over denied restroom breaks

The episode at the heart of the case allegedly unfolded on July 16, 2025. The worker says he was walking to his workstation when a pancreatic attack hit. He told his group leader he needed an emergency restroom break connected to his FMLA condition, and, according to the complaint, she told him to wait for another team lead. He says he called the plant’s help-request system, waited twelve minutes, and soiled himself before anyone came. 

The aftermath is what should stop HR leaders. After the worker cleaned up and wrapped his soiled clothing in paper towels, the complaint says a team lead would not let him leave the building discreetly and instead walked him down the shop’s main aisle, past dozens of coworkers. His group leader then warned that leaving to change clothes would count against his attendance, he says. 

The filing describes a broader pattern. The employee alleges the company charged him attendance points for absences that FMLA should have covered, and sometimes revoked approved leave by saying his FMLA was used up. On or about June 2, 2025, he says he was written up for unexcused absences when five were FMLA-protected. After the July incident, he says, coworkers made jokes about his disability and managers did nothing when he complained. 

He also alleges a run of discipline after he spoke up. Since his leave was approved and he filed a discrimination charge, the worker says he was written up four times over anonymous tips, each time signing a document he could not keep a copy of. When a doctor prescribed an app to track his blood sugar, a supervisor told him to leave his phone in his locker, the filing says; after a production manager overruled that, the supervisor scolded him for “going over her head.” 

The worker filed a charge with the Equal Employment Opportunity Commission on or about September 23, 2025, and received a right-to-sue letter on May 27, 2026. His three counts cover the Americans with Disabilities Act, ADA retaliation, and the FMLA. He is seeking back pay, front pay, lost wages and benefits, compensatory and punitive damages, liquidated damages, interest, and attorney fees.