An Iowa nurse has been terminated for a HIPAA violation and has lost her unemployment benefits after disclosing the pregnancy status of a 17-year-old patient to a family member without the patient’s consent. Erica Hulsing was a registered nurse at Waverly Health Center in Waverly, Iowa, where she had been employed since September 2016. On April 17, 2025, Hulsing received a call from a family member of a 17-year-old patient inquiring about the patient’s recent stay at the hospital.

The patient had made an explicit request for her pregnancy status to be kept confidential; however, Hulsing informed the family member that the patient had been pregnant. Following the disclosure, the patient and family members filed complaints with the hospital over the disclosure, prompting an internal investigation. The hospital determined that Hulsing had disclosed highly sensitive information about a patient to an individual who was not authorized to receive that information, as the family member was not listed on her consent form. The hospital determined that the disclosure was a violation of the HIPAA Privacy Rule, which prohibits disclosures of protected health information to unauthorized individuals. The disclosure also violated hospital policies on professional conduct, resulting in termination for gross misconduct.

HIPAA gives patients the right to request that disclosures of their health information be restricted, including disclosures of their health information to family members. While individuals under 18 years of age are considered minors, if a 17-year-old consents to treatment under state law, the Privacy Rule generally allows the minor to exercise their own privacy rights.

Hulsing maintained that she was unaware that disclosing the patient’s pregnancy status to a family member violated the HIPAA Rules. Hulsing applied for unemployment benefits while her case was under review, and she was paid $4,214 in benefits; however, last month, Administrative Law Judge Duane Golden ruled that Hulsing was not eligible to receive unemployment benefits as her actions constituted job-related misconduct, and Hulsing was ordered to repay the $4,214 she received.

Disclosing patient information to any unauthorized individual can have serious consequences for both the healthcare professional and the patient. As this case clearly demonstrates, a lack of knowledge about the requirements of HIPAA is not a valid defense against a HIPAA violation. In this case, the patient’s request for confidentiality should have been respected, and the disclosure should only have been made if the patient had consented to the disclosure and that consent had been documented.

Healthcare professionals must ensure that they are aware of the requirements of HIPAA, and should ensure that they stay up to date with state and federal laws. Healthcare providers should ensure that they provide comprehensive HIPAA training to all employees to ensure they are aware of their responsibilities under HIPAA, and should reinforce training through annual refresher training sessions to help prevent HIPAA violations in the workplace.

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