Paycom Denies Disability Law Violations in Lawsuit
The company contests allegations from the EEOC regarding the firing of an employee with a severe onion allergy.
Updated on Oct. 27, 2026 in Allergies
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Paycom is formally contesting a lawsuit filed by the U.S. Equal Employment Opportunity Commission that accuses the company of disability discrimination. The EEOC alleges the firm failed to provide reasonable workplace accommodations for an employee who suffered allergic reactions.
Why it matters
The case centers on the legal requirements for employers to maintain safe work environments for employees with specific medical conditions. It challenges the limits of reasonable accommodation when a firm claims it cannot guarantee safety against environmental triggers.
Paycom provided an office space at 7725 W. Reno Ave. in Oklahoma City, where it explored allowing the employee to use a computer lab from 10 a.m. to 2 p.m. to limit allergen exposure. The company also considered authorizing the use of protective masks and EpiPens.
The players
Paycom
This is an Oklahoma-based payroll and human resources software company.
U.S. Equal Employment Opportunity Commission
This is a federal agency responsible for enforcing laws against workplace discrimination.
Katie Jorgenson
She is the former employee whose termination led to the federal discrimination lawsuit.
The details
Katie Jorgenson worked at the Oklahoma City facility for less than a month before her employment was terminated in June 2024. The EEOC claims that the company denied necessary accommodations, while Paycom maintains that it could not guarantee a safe workspace.
Timeline
May 20, 2024: Katie Jorgenson began working at Paycom.
May 23-24, 2024: Jorgenson suffered allergic reactions on site.
June 19, 2024: Paycom terminated Jorgenson's employment.
June 2026: The EEOC filed the lawsuit against Paycom.
October 2026: Paycom filed its legal response contesting claims.
Health Landscape
This case tests the scope of the Americans with Disabilities Act in corporate office settings where environmental triggers are present. It highlights the ongoing struggle to define reasonable accommodation when employers cite an inability to guarantee safety from specific allergens.
This case clarifies how workers with severe allergies might request workspace modifications under federal guidelines. It demonstrates that employers may attempt to limit liability by proposing specific, restricted areas like computer labs to manage individual medical risks.
The takeaway
Employers are legally required to engage in the interactive process to identify reasonable accommodations for employees with medical disabilities. Workers with severe allergies should maintain clear documentation of their medical needs and requests submitted to human resources departments.
Further reading
For more context on how medical conditions affect employment standards, read more about Allergies.
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