Wayfair LLC
21 distinct federal cases coded as employment matters from public court records (2017–2026)
3 trusted published court opinions across 3 distinct cases · 8 docket-only cases without a recorded end date
What public court records show
In public federal court records, Wayfair LLC is named as a defendant in 21 federal cases coded as employment matters between 2017 and 2026.
The most common claims on record were Wrongful Termination, Retaliation, and Hostile Work Environment.
Cases were filed across 2 states, most often in CA.
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.
Written decisions across 3 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
Wayfair LLC appears in 3 trusted published federal employment opinions. Recent written decisions on record:
Shelton v. Wayfair, LLC (2025) — Remanded. Shelton filed a lawsuit against Wayfair and individual managers, claiming discrimination, harassment, retaliation, and wrongful termination. The company tried to move the case from state court to federal court, arguing it had the right to do so. Read the ruling.
GAINES v. WAYFAIR, LLC (2024) — Defendant Win. An employee named Gaines worked for Wayfair and was fired after coming to work while showing COVID-19 symptoms, which violated the company's policy. Gaines claimed the termination was disability discrimination under New Jersey employment law. Read the ruling.
Brandon Alexander v. Wayfair, LLC (2024) — Remanded. Brandon Alexander filed a lawsuit against Wayfair and individual company leaders, claiming he was fired in retaliation for speaking up about workplace problems. He also alleged he experienced a hostile work environment. Wayfair tried to move the case from state court to federal court. Read the ruling.
The published opinions primarily involve Wrongful Termination, Retaliation, Hostile Work Environment. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Wrongful Termination, Retaliation and Hostile Work Environment.
Published opinions span California (2), New Jersey (1). California 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. California rulings and New Jersey rulings.
These published opinions sit within the retail sector, where wage-and-hour, scheduling, and Title VII harassment claims are the dominant categories.
Claim Types
What these numbers mean
A case is one lawsuit, identified by its court and docket number. The docket is the running court record for that same case — it is not an extra case.
A published opinion or ruling is a written court decision. One case can produce several opinions, so opinion counts and case counts answer different questions. Only trusted, reportable opinions are used in the outcome statistics on this page.
Docket entries are the individual filings inside a case — motions, orders, scheduling notices. We read them to confirm a case is real and to see where it got to, but an entry is never counted as a case or as an outcome. A single case can generate hundreds of entries.
Far fewer opinions than cases is normal. Many employment cases settle privately or close without a published opinion. No opinion here does not mean the worker lost; it means this public record does not show a reportable result.
Everything on this page comes from public federal court records. Where we are not confident a record is accurate, we leave it out rather than guess.
Federal court cases
public court recordsOne row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted
Other employers with published opinions
Browse trusted published opinions involving other employers.
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.