Labor & Employment Law Daily Wrap Up, LITIGATION NEWS, TRENDS—Female, LGBTQ+ Northrop Grumman supply chain manager sues after termination, (Oct 15, 2025)
Organizations Mentioned:Northrop Grumman Systems Corp.
By WK Editorial Staff
She was selected for a RIF not long after escalating concerns to the ethics department.
Recently, a former Supply Chain Manager for Northrop Grumman Systems Corporation filed suit against the company alleging violations of federal and state employment laws stemming from her termination in 2024. The complaint asserts six causes of action: (1) interference with rights under the Family and Medical Leave Act (FMLA), (2) retaliation under the FMLA, (3) gender discrimination under Title VII, (4) retaliation under Title VII, (5) gender discrimination under the Florida Civil Rights Act (FCRA), and (6) retaliation under the FCRA.
The plaintiff, a female and LGBTQ+ employee, received multiple promotions and positive performance reviews during her five-plus years with Northrop Grumman. In 2024, she took intermittent FMLA leave to care for her mother’s serious health condition. Around the same time, she began reporting gender-based discrimination and requested accommodations for anxiety and depression.
Supervisor’s actions. She alleges that throughout her employment, she was subject to gender-based discrimination and harassment related to her LGBTQ+ identity. She also alleged that her supervisor repeatedly blocked funding for DEI projects and “showed blatant disregard” towards her contributions to the employer’s initiatives. She alleged that she was the only female on her team and that she was compared unfavorably to a male coworker at the same level, even though he was on a performance improvement plan and was not performing as well as she had been.
Reports and retaliation. She alleges that after her report to the EEOC compliance group, her supervisor responded with hostility, increased scrutiny, and dismissive comments about her leave and accommodations. She alleged that she escalated her concerns on multiple occasions, but no action was taken.
Despite assurances from Northrop Grumman’s ethics department following her formal complaints, the employee was terminated shortly after returning from her honeymoon and less than two weeks after she raised concerns with the ethics department about what had been happening, under the pretext of a reduction in force. She alleges that the RIF did not affect her position and that the lower-performing male colleague was retained, suggesting discriminatory and retaliatory motives.
She claims her termination was directly linked to her protected activities under FMLA, Title VII, and FCRA, as well as her gender and LGBTQ+ identity. She seeks damages including back pay, front pay, compensatory and punitive damages, attorneys’ fees, and reinstatement or other equitable relief. A jury trial is demanded.
The lawsuit was filed in the Middle District of Florida; the case is No. 6:25-cv-1958.
Companies: Northrop Grumman Systems Corp.
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