Abbott Laboratories
202 federal employment cases from public court records (1998–2026)
181 with a published ruling · 21 open dockets
What public court records show
Public federal court records list Abbott Laboratories as an employer in 202 employment matters between 1998 and 2026.
Of the 173 matters with a recorded outcome, the most common were: 88 ended in a ruling for the employer, 34 had a mixed result, 25 ended in a ruling for the worker, and 14 were dismissed.
Workers obtained a favorable ruling in about 14% of matters with a recorded outcome.
The most common claims on record were Discrimination, Retaliation, and Breach Of Contract.
Cases were filed across 22 states, most often in IL.
These figures summarize publicly available U.S. federal court records only. Most workplace disputes are resolved privately and never appear in litigation. A case outcome reflects many factors and is not a finding that any employer violated the law.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
AI-extracted from court records; figures may be amounts at issue, not amounts paid. Not a finding of liability.
About this employer
Abbott Laboratories appears in 173 federal employment-law court rulings on record. These cases sit within the healthcare sector, where employment disputes commonly involve HIPAA-adjacent retaliation, nursing-license issues, and accommodations under the ADA. The set below covers rulings that produced written federal-court decisions; private settlements, EEOC charges resolved without litigation, and state-court cases are not included.
The cases primarily involve Discrimination (44 of 173), Retaliation (41 of 173), Breach of Contract (27 of 173). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Breach of Contract.
Rulings span Illinois (19), Massachusetts (11), California (5), North Carolina (5). Illinois is an EEOC deferral state, which extends the federal Title VII / ADA / ADEA filing deadline from 180 to 300 days. Browse state-specific employment rulings for jurisdictional patterns. Illinois rulings, Massachusetts rulings, California rulings and North Carolina rulings.
Case Outcomes
Case Stages
The stage at which courts issued Abbott Laboratories’s 172 stage-identified rulings.
Of the 32 summary-judgment rulings, 23 ended the case in Abbott Laboratories’s favor and 9 let the worker’s claims continue.
What do these stages mean?
- Appeal
- A higher court reviewing an earlier decision. Many published opinions come from this stage, after a lot has already happened in the case.
- Summary judgment
- A ruling where the judge decides the case — or part of it — without a trial, because one side argues the key facts are not in dispute. For workers, getting past this step is often the biggest hurdle.
- Motion to dismiss
- An early request — usually by the employer — to throw the case out before any evidence is gathered.
- Trial verdict
- A judge or jury heard the evidence and reached a decision. Relatively few disputes get this far.
- Settlement / consent decree
- The two sides resolved the dispute by agreement, sometimes with court approval. Most settlements are private and never show up in published opinions.
- Other rulings
- Procedural decisions and orders that do not fit the main stages above.
Published federal-court opinions only — most workplace disputes are resolved privately. This is not anyone’s odds, and not a finding that any employer violated the law.
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Claim Types
Federal cases
public court recordsOne row per case · a badge means the case reached a published ruling · plaintiff names redacted
Other Healthcare employers
Browse rulings involving similar workplaces.
Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The presence of an employer on this page does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.