The Kroger Co.
164 federal employment cases from public court records (1995–2026)
22 with a published ruling · 142 open dockets
What public court records show
Public federal court records list The Kroger Co. as an employer in 164 employment matters between 1995 and 2026.
Of the 21 matters with a recorded outcome, the most common were: 9 ended in a ruling for the employer, 4 had a mixed result, 4 were dismissed, and 3 ended in a ruling for the worker.
Workers obtained a favorable ruling in about 14% of matters with a recorded outcome.
The most common claims on record were Breach Of Contract, Retaliation, and Discrimination.
Cases were filed across 11 states, most often in IN.
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.
About this employer
The Kroger Co. appears in 21 federal employment-law court rulings on record. These cases sit within the retail sector, where wage-and-hour, scheduling, and Title VII harassment claims are the dominant categories. 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 Breach of Contract (5 of 21), Retaliation (5 of 21), Discrimination (4 of 21). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Breach of Contract, Retaliation and Discrimination.
Applicable statutes referenced across these rulings include: NLRA (29 U.S.C. §§ 151-169) — The National Labor Relations Act (NLRA) protects the rights of employees to organize, form or join labor unions, bargain collectively through representatives of their choosing, and engage in other concerted activities for mutual aid or protection. ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. See the NLRA, ADA reference pages for filing deadlines, employee thresholds, and remedies. NLRA and ADA.
Rulings span Indiana (1), Utah (1), Ohio (1), Kentucky (1). Indiana 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. Indiana rulings, Utah rulings, Ohio rulings and Kentucky rulings.
Case Outcomes
Case Stages
The stage at which courts issued The Kroger Co.’s 21 stage-identified rulings.
Of the 5 summary-judgment rulings, 2 ended the case in The Kroger Co.’s favor and 3 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.
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 Retail 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.