Employee-side employment law
Disability Discrimination Lawyers
Disability matters may involve an adverse decision, an accommodation dispute, or both. The analysis examines whether the employee is protected, can perform the essential functions with or without accommodation, gave the employer adequate notice of a need, and was treated adversely because of disability or protected activity.
State and local law can differ. The work location, employer, claim, and forum determine which rules and deadlines apply.
How the law frames it
The legal line is specific.
The Americans with Disabilities Act prohibits covered employers from discriminating against qualified individuals with disabilities in hiring, pay, promotion, termination, and other employment decisions.
Reasonable accommodation may include schedule changes, equipment, policy adjustments, leave, or reassignment, depending on the essential functions and whether the change would cause undue hardship.
State and local law can differ by disability definition, employer-size threshold, accommodation process, medical-inquiry rules, deadline, and remedy.
Warning signs
Facts worth a closer look
- Termination followed disclosure of a diagnosis, restriction, or request
- The employer refused to discuss any accommodation
- A blanket policy required employees to be fully healed
- Comparable employees without disabilities received more flexibility
Evidence
Records that may matter
- The job description and records of actual daily duties
- Accommodation requests and responses
- Relevant restrictions and return-to-work records
- Performance and attendance records before the medical issue
What to do now
Protect the record and the deadline.
- 1Focus the request on functional work needs
- 2Ask which essential function the employer believes is affected
- 3Offer reasonable alternatives where possible
- 4Coordinate disability, leave, and agency-filing deadlines
Primary sources
Read the governing guidance.
Source review · July 2026
National overview. Matter-specific analysis.
This page is general educational information, not legal advice. The cited federal sources establish a starting point. Coverage, defenses, procedures, and deadlines can change under state or local law and depend on the employer, forum, claim, and facts.
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