A former flight attendant of United Airlines, Yihsing Tien, has found herself embroiled in a complex legal battle after losing a lawsuit alleging disability discrimination and retaliation. Tien, who was employed by the airline for nearly a decade before her termination in early 2022, claims her employment was unjustly terminated following a serious injury sustained during a layover.
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The dispute dates back to October 2018 when Tien was injured after a fall at a hotel, resulting in injuries to multiple joints including both knees, her left elbow, left shoulder, and right wrist. After her injury, she was placed on medical leave and received a letter in January 2019 assuring her that she could remain on leave until January 2023. However, the situation took a complicated turn when, in January 2022, Tien alleges that she was terminated without prior notice.
According to Tien, the airline misrepresented the length of her allowable medical leave. She contends that the maximum leave of absence was three years, which would have permitted her to stay on leave until January 2023, thus suggesting her termination was premature. Frustrated by this turn of events, she filed a suit in a California district court, claiming discrimination based on her disability and retaliation from the airline.
After a protracted legal tussle lasting nearly three years, the court ruled in favour of United Airlines. Following the judgement, the airline sought a bill of costs amounting to £21,926.34 from Tien, a figure that her legal representatives have described as excessive given her financial situation in comparison to the airline’s substantial revenue, reported to be £59.1 billion in the fiscal year 2025.
Tien’s legal team highlighted in their objections that the cost imposed on her represented more than twice her total annual income and emphasised that meeting this demand would require her to liquidate personal investments that are vital to her financial sustainability. They further pointed out that the amount sought by United Airlines constituted a minuscule fraction—approximately 0.000037%—of its annual revenue, which they deemed to be a mere rounding error for a corporation of its scale.
Despite a reduction of the bill to £12,516.47, Tien’s attorney maintained that this remaining sum is still disproportionately high relative to her circumstances. They asserted that the “extraordinary” financial disparity between a former flight attendant lacking financial resources and a major airline with soaring profits illustrates a concerning imbalance.
In a recent development, the court has acknowledged the merits of Tien’s case by granting her motion for a review of the costs, noting her limited financial means and the potential chilling effect on vital civil rights litigation. This decision has provided Tien with a glimmer of hope in an arduous legal journey.
This case continues to gain attention, with ongoing proceedings as noted in the U.S. Court of Appeals for the Ninth Circuit. Tien’s brief is anticipated by June 22, followed by United’s response due July 22. As the situation unfolds, it raises important questions about workplace protections and the challenges faced by individuals navigating complex legal frameworks against well-resourced corporations.
Both United Airlines and Tien’s legal representatives have been contacted for additional commentary on the ongoing litigation, though responses are yet to be made public. The outcome of this case could have significant implications not only for Tien but also for other employees who may find themselves in similar difficult situations facing corporate giants.