Former Chef Sues Kylie Jenner, Claiming Workload Led to Miscarriage
Kylie Jenner is facing her third workplace lawsuit in recent months — and this one is the most serious yet.
A former private chef filed a complaint in Los Angeles Superior Court on June 22 alleging she suffered a miscarriage after being subjected to grueling working conditions despite informing supervisors she had a high-risk pregnancy. The lawsuit names both Jenner and management firm Tri Star as defendants.
The Full Story
The chef began working for Jenner in November 2024, three months pregnant. According to the filing, she told supervisors she needed accommodations. What she allegedly got instead was the opposite.
In December 2024 she claims she was asked to transport heavy food items across a street and uphill during an event. She began "choking and gasping for air" and needed help from security. After the incident, she alleges she was reprimanded — not for any work failure, but for upsetting Jenner.
On February 1, 2025, she worked a birthday party for one of Jenner's children. The filing alleges she asked supervisors for help and was ignored. "Due to exhaustion and overwhelming physical strain, she broke down emotionally in the bathroom during the event," the complaint reads. That night she experienced extreme physical exhaustion. The following morning she hemorrhaged, drove herself to the emergency room, and was told she had lost the baby.
She informed her supervisors. According to the filing, she was then falsely accused of leaving the kitchen and refrigerator in disarray.
The following week she was hospitalized again after a second hemorrhage. She later agreed to relocate to New York. Her employer allegedly characterized that communication as a voluntary resignation. On March 14, 2025, she was told she had been removed from the Kylie Jenner household assignment. Her final day was March 31.
She is now seeking damages, back pay, front pay, lost wages, and lost employment benefits, and claims she suffered severe emotional distress, anxiety, depression, and mental anguish.
"Celebrity status does not exempt anyone from California's employment laws," said her attorney Della Shaker. "We look forward to presenting the evidence in court and allowing the facts to speak for themselves."
In May 2025, Tri Star sent the chef an email offering a settlement and a release agreement, per the filing. She did not accept. Neither Jenner's representatives nor Tri Star responded to requests for comment.
The Third Lawsuit in a Pattern
This case follows two lawsuits filed earlier this year by former Jenner housekeepers. Angelica Vazquez and Juana Delgado Soto both sued Jenner and associated management firms alleging a toxic and abusive work environment — including racial discrimination, harassment, and wage violations. Neither of those lawsuits accused Jenner personally of direct misconduct; both alleged that other staff members created the hostile conditions.
The chef's lawsuit is different in key ways. It directly ties the working conditions — and the alleged failure to accommodate a disclosed high-risk pregnancy — to a specific, devastating outcome. And it names pregnancy discrimination as a central legal claim.
What California Law Actually Requires
California has some of the strongest pregnancy accommodation laws in the country, and the chef's complaint is filed in exactly the right jurisdiction to test them.
Under California's Fair Employment and Housing Act, employers are required to provide reasonable accommodations for pregnancy-related conditions when an employee requests them — and that obligation applies regardless of the size of the company or the nature of the employment relationship. The law covers not just direct employers but staffing agencies and management firms that control the terms of employment, which is why Tri Star is named alongside Jenner.
A failure to accommodate a disclosed high-risk pregnancy, combined with evidence that the employee was penalized for raising health concerns, is precisely the kind of fact pattern that California employment attorneys describe as strong grounds for a discrimination and retaliation claim. The alleged email offering a settlement in May 2025 — before any lawsuit was filed — suggests Tri Star at minimum recognized some legal exposure.
What the chef will need to establish in court is a direct causal link between the specific working conditions and the miscarriage — a medical and evidentiary question that will require expert testimony. Defense attorneys will likely argue that miscarriage risk factors are complex and that no single event or shift can be cleanly blamed. But California juries have shown a willingness to hold employers accountable in pregnancy discrimination cases when the documented failures are as specific and sequential as those laid out in this complaint.
Three lawsuits in three months from three different employees. The pattern is becoming hard to ignore.
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