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American Airlines will pay $200,000 to settle a disability discrimination lawsuit brought by the US Equal Employment Opportunity Commission (EEOC) following the termination of a blind employee. The case centers on an employee at American’s Fort Worth, Texas, location who developed cortical blindness and subsequently requested technology that would allow her to continue performing her duties. According to the EEOC, the airline allegedly failed to provide reasonable accommodation and instead kept the employee on unpaid leave for almost four years before terminating her. The EEOC announced the settlement on August 28, 2026.
The case highlights the challenges that can arise when employees develop disabilities while working in highly technology-dependent industries such as aviation. For American Airlines, the agreement involves more than the $200,000 monetary payment, as the airline has also agreed to change its software-development and employee accommodation processes. The two-year consent decree includes accessibility requirements for new reservation software expected to launch in 2027.
What Happened To The Employee?
According to the EEOC’s lawsuit, the employee developed cortical blindness while working for American Airlines at its Fort Worth location. She requested the use of a special screen reader software, which converts text and other information displayed on a computer into synthesized speech. The accommodation would potentially have allowed her to continue accessing American’s computer systems and performing her existing job responsibilities.
The employee also reportedly requested a transfer to another position as an alternative accommodation. However, the EEOC alleged that American did not take the legally required steps to facilitate the use of screen reader technology or identify another reasonable accommodation. Instead, according to the lawsuit, the employee remained on unpaid, involuntary leave for almost four years before she was ultimately fired.
Ronald L. Phillips, acting EEOC Dallas Regional Attorney, said in a statement:
“Blind and otherwise visually impaired workers deserve every opportunity to put their skills and knowledge to work.”
ADA Requirements
The lawsuit was filed under the Americans with Disabilities Act (ADA), which requires employers to provide reasonable accommodations for known disabilities unless doing so would create an undue hardship. The law also prohibits employers from terminating employees because of their disabilities, including situations in which a termination results from an employer’s failure to provide a reasonable accommodation.
The EEOC filed US EEOC v. American Airlines, Inc., Case No. 4:25-cv-01056-P, in the US District Court for the Northern District of Texas, Fort Worth Division. The federal agency said it first attempted to resolve the matter through its administrative conciliation process before filing the lawsuit. The case was initiated by the EEOC’s Dallas District Office, which has jurisdiction across a substantial part of Texas.
The dispute also demonstrates that accessibility extends beyond physical workplace adjustments. In an airline environment where employees depend on computer systems, reservation platforms, and other digital tools, software accessibility can be an important component of workplace accommodation. The EEOC noted that employers can seek assistance from rehabilitation agencies, nonprofit organizations, technology consultants, and the Job Accommodation Network when determining appropriate accommodations.
American To Change Software Practices
Under the two-year consent decree, American Airlines has agreed to incorporate the Web Content Accessibility Guidelines (WCAG) into the development of new reservation software. The airline is projecting that the new reservation web application will launch in 2027, making accessibility requirements part of the development process rather than something addressed only after problems emerge.
Once the new application is implemented, American will be required to have the software audited for accessibility by a trained specialist. The airline must also dedicate up to 120 hours of labor toward addressing accessibility barriers that may remain for blind and visually impaired employee-users. The agreement establishes a process intended to identify and correct potential problems with the system.
American will also train human resources employees responsible for responding to reasonable accommodation requests. The company must post an employee notice regarding disability discrimination and submit reports to the EEOC on relevant employee accommodation requests. The $200,000 payment and these additional requirements form the core of the settlement resolving the lawsuit.
Simple Flying Reached out to American Airlines for additional information and received confirmation that the airline remains committed to providing equal opportunities and reasonable accommodations to qualified team members with disabilities and will continue working to ensure its policies and practices support an inclusive work environment for all team members.
For American Airlines, the agreement comes as the carrier continues to rely heavily on sophisticated digital systems across its operations. The EEOC said that building accessibility into new systems from the beginning could help prevent similar barriers in the future. The settlement, therefore, has implications beyond the individual employee, promising a more inclusive environment, particularly as airlines continue modernizing the software their workforces use.
