Former Employees Sue Planned Parenthood Southeast
Six plaintiffs allege wrongful termination and retaliation following leadership and policy disputes.
Updated on Oct. 21, 2026 in Human Resources
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Six former employees have filed a federal wrongful termination lawsuit against Planned Parenthood Southeast. The plaintiffs claim they were fired for opposing organizational policy changes that deemphasized abortion rights.
Why it matters
The lawsuit follows the December 2025 resignation of former CEO Mairo Akposé after an internal investigation into mismanagement claims. The legal action highlights ongoing internal tensions regarding the organization's public health focus and workplace conduct.
Six former staff members, including the former Georgia State Director and Vice President of Communications and Marketing, are involved in the federal litigation. The organization continues to operate in Alabama, Mississippi, and Georgia.
The players
Planned Parenthood Southeast
This regional healthcare organization provides reproductive health services and advocacy across Alabama, Mississippi, and Georgia.
Mairo Akposé
She is the former CEO of Planned Parenthood Southeast who resigned from her position in December 2025.
Kaylah Oates-Marable
She is a former employee who served as the Georgia State Director before being fired.
Jaylen Black
She is a former employee who served as the Vice President of Communications and Marketing before being fired.
The details
The plaintiffs allege that management made intrusive comments about child-bearing decisions and disparaged a transgender employee. Additionally, staff were reportedly instructed to withdraw from LGBTQ+ public health campaigns in June 2025, a move the former employees contend was part of a shift in organizational priorities.
Timeline
June 2025: Staff members were instructed to withdraw from LGBTQ+ health campaigns.
December 2025: CEO Mairo Akposé resigned from the organization.
October 19, 2026: A federal lawsuit was filed by six former employees.
Market Landscape
The lawsuit reflects a period of heightened internal and external scrutiny for reproductive health organizations following the 2024 United States presidential election. This legal conflict positions the organization against former staff at a time of increased pressure on non-profit operational strategies.
While the litigation is ongoing, supporters and patients in Alabama, Mississippi, and Georgia may see shifts in the organization's public messaging or outreach efforts. The outcome could also lead to changes in internal management policies at reproductive health clinics.
The takeaway
Workplace culture disputes in non-profit health organizations often trigger legal challenges when organizational policies diverge from employee values. Organizations must balance board-commissioned investigations with transparent communication to maintain staff trust during leadership transitions.
Further reading
For more information on workplace legal standards, visit the United States Human Resources section.
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