Denied a Workplace Disability Accommodation in California? Know Your Rights
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Unlawful Denial of Reasonable Accommodation
Both California law (FEHA) and federal law (ADA) require employers to provide reasonable accommodations to qualified employees with disabilities, unless doing so would impose an undue hardship on the operation of the business.
A denial of accommodation may be unlawful if the employer:
- Refused your request without explanation
- Ignored your medical documentation or failed to review it
- Provided no alternative accommodations
- Claimed undue hardship without factual support
- Denied the request before discussing or exploring solutions
To qualify for protection, you must:
- Have a physical or mental disability recognized under the law
- Be able to perform your essential job duties with or without accommodation
- Notify your employer of your condition and request an accommodation
If these conditions are met and your request is denied without legal justification, your rights may have been violated.
Common Accommodation Requests and Employer Obligations
Reasonable accommodations vary depending on the role and disability, but employers are expected to work in good faith to provide support that enables an employee to perform their job duties.
Examples of valid accommodations include:
- Modified work schedules or flexible hours
- Remote work or telecommuting options
- Ergonomic equipment or assistive technology
- Reassignment to a vacant position
- Medical leave or extended recovery time
- Adjustments to training materials or communication methods
Employers are not required to remove essential job duties or create new roles—but they must assess all feasible options before issuing a denial. A blanket refusal without individualized assessment is often unlawful.
Consequences of a Denied Accommodation
An unjustified denial of reasonable accommodation can place a disabled employee at serious risk—physically, emotionally, and financially. It may lead to demotion, forced resignation, or wrongful termination.
Legal remedies may include:
- Back pay and lost benefits
- Compensatory damages for emotional distress
- Punitive damages in severe cases
- Reinstatement or job reassignment
- Coverage of attorneys’ fees and litigation costs
At Falakassa Law, our attorneys are experienced in holding employers accountable for ADA and FEHA violations. If you’ve been denied the accommodations you need to do your job, we’re here to help you fight back.
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Disclaimer
Falakassa Law, P.C. does not handle cases against government entities.
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