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In late October 2025, the worker resigned. By November 7, 2025, according to the complaint, he had been constructively discharged – effectively forced out by conditions that left him no reasonable choice but to leave.

That could have been the end of it.

Months later, on March 24, 2026, the worker interviewed for a new specialist role at Zscaler. He received a verbal offer from the hiring manager, and a company recruiter confirmed he was eligible for rehire, the complaint states.

Six days later, Zscaler pulled the offer. The worker alleges the company told him he had been marked “not eligible for rehire” following his 2025 departure.

The complaint brings three claims: retaliation under the Family and Medical Leave Act (FMLA), for the alleged adverse actions after the worker took leave; FMLA interference, for allegedly forcing him to alter his leave for a conference; and sex discrimination under Title VII of the Civil Rights Act, for the alleged treatment tied to his gender. The worker had already filed a discrimination charge with the US Equal Employment Opportunity Commission (EEOC) before bringing the lawsuit.

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