EEOC Sued Bombardier Over Hiring Practices

The federal agency alleges the aerospace firm used unlawful medical tests to screen out job applicants.

Updated on Sept. 29, 2026 in Job Search

Bold flat-color editorial illustration of a stark hangar-like structure, representing institutional regulatory oversight. — The Equal Employment Opportunity Commission filed a lawsuit against Bombardier in Arizona, alleging the aerospace firm used unlawful medical tests to screen job applicants. AI Illustration. Upload story photo >

Live Poll

Should companies be allowed to use physical tests to screen applicants for roles not requiring them?

The Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Bombardier in the U.S. District Court for the District of Arizona. The litigation claims the company violated federal law by using discriminatory pulmonary function tests to screen job candidates.

Why it matters

The agency alleges that the required testing is neither job-related nor consistent with business necessity. This legal action highlights ongoing efforts by federal regulators to prevent companies from using medical screenings to systematically deny employment to qualified individuals with disabilities.

The lawsuit involves an applicant with 15 years of experience across 8 aviation companies who was denied a role in Tucson. The legal action is currently registered as case number 4:26-cv-00492-MSA.

The players

Equal Employment Opportunity Commission

This is a federal agency that enforces laws against workplace discrimination based on religion, race, color, sex, or disability.

Bombardier

This is a global aerospace manufacturer headquartered in Montreal that produces business jets.

The details

The EEOC claims that Bombardier refused to hire an applicant in November 2019 after they failed a mandatory pulmonary function test. Notably, the same individual had previously worked for the company in 2017 without being required to undergo such testing, and the agency attempted to resolve the dispute through pre-litigation conciliation.

In 2017, the applicant worked for Bombardier without undergoing a pulmonary function test.
In November 2019, the applicant was refused hire after failing a pulmonary function test.
On September 29, 2026, the EEOC officially announced the filing of the lawsuit.

Market Landscape

This litigation follows the legal standards set by the Americans with Disabilities Act regarding medical screenings for job applicants. It places Bombardier under increased regulatory scrutiny as federal agencies continue to enforce strict hiring compliance across the aviation manufacturing sector.

Job applicants in the region may see changes in how major aerospace employers conduct medical screenings during the interview process. This case underscores the right of candidates to be evaluated based on their ability to perform essential job functions rather than discriminatory health tests.

The takeaway

Employers must ensure that any medical qualification standards are strictly job-related and necessary for business operations. Candidates who believe they have been unfairly disqualified due to a disability have the right to seek recourse through federal agencies like the EEOC.