United Airlines Sued by Flight Attendant Dismissed Three Years Ago

CHICAGO- A flight attendant from United Airlines is pursuing legal action against the airline after her dismissal in 2022, which she attributes to her struggles with Crohn’s disease. A federal judge has allowed her lawsuit for disability discrimination to move forward to trial.

The crux of the case involves whether United Airlines breached the Americans with Disabilities Act (ADA) by not providing reasonable accommodations, such as intermittent medical leave, for this employee based at Chicago O’Hare International Airport (ORD).

Legal Action from United Flight Attendant

The flight attendant began working at United Airlines in 1999 and was diagnosed with Crohn’s disease in 2010.

For over ten years, she utilized provisions under the Family and Medical Leave Act (FMLA) to manage her condition, allowing her to take breaks during flare-ups. This changed in 2022 when she returned from a furlough due to COVID-19 and found herself ineligible for FMLA leave because she did not have enough work hours.

Her medical condition led to sporadic absences, which accrued attendance “points” under United’s performance system. With only a few points away from termination, she faced increased stress.

Although she eventually regained her FMLA eligibility, her doctor submitted the required documentation late, resulting in penalties. This led to her termination in June 2022.

United Airlines maintains that dependability is a crucial aspect of a flight attendant’s job, stressing that the airline relies on timely attendance.

The airline attempted to dismiss the case through summary judgment, but the judge ruled in favor of the flight attendant, allowing claims of disability discrimination, retaliation, and failure to accommodate to proceed to trial.

This lawsuit raises significant questions regarding the balance airlines must strike between maintaining operational reliability and addressing the legal obligations to assist employees with chronic medical conditions.

Challenges of Crohn’s Disease in the Workplace

Crohn’s disease is a chronic condition that causes inflammation in the gastrointestinal tract, often resulting in pain, fatigue, weight loss, and frequent diarrhea.

These symptoms can appear suddenly, making it tough for employees to maintain regular attendance. While treatments may help alleviate symptoms, the condition remains without a cure, and varies greatly among individuals.

A recent U.S. study in 2025 indicated that employees suffering from Crohn’s disease have significantly higher rates of absenteeism compared to the general workforce. This can be particularly challenging for flight attendants, whose roles adhere closely to strict flight schedules.

Navigating Dependability vs. Disability Accommodations

The central issue in this legal case is whether “dependability” qualifies as a vital job function or if it can be a flexible standard accommodating needs under the ADA.

United Airlines argues that consistent attendance is essential for flight safety and scheduling. Conversely, the plaintiff asserts that United could have provided reasonable accommodations, such as flexible scheduling or intermittent leave, without affecting company operations.

United’s internal policy assigns attendance points for absences or lateness, where accumulating 30 points leads to termination.

By November 2020, the plaintiff had accrued over 25 points and received a Level 4 warning, requiring perfect attendance for two years to reset her points.

The upcoming trial will determine if United’s policy regarding dependability unjustly penalized someone managing a chronic illness, or if the airline rightfully upheld necessary attendance standards for its operations.