Practice Area

Disability Accommodations

Reasonable workplace accommodations, the interactive process, and CFRA/FMLA medical leave rights.

Overview

California employees with disabilities, medical conditions, mental health conditions, or work restrictions may have the right to reasonable workplace accommodations. Employers are required to provide reasonable accommodations to qualified employees unless doing so would create an undue hardship. We represent employees who were denied accommodations, ignored after requesting workplace modifications, pressured to work despite medical restrictions, or terminated instead of being reasonably accommodated.

Section 01

What Counts as a Reasonable Accommodation

A reasonable accommodation is a modification or adjustment that allows an employee with a disability or medical condition to perform the essential functions of their job. Common accommodations include modified work schedules, leave of absence, remote or hybrid work arrangements, modified job duties, ergonomic equipment or workspace modifications, additional breaks, modified workplace policies, temporary reassignment of non-essential tasks, adjusted work restrictions, or other workplace changes based on medical needs. Accommodation rights are not limited to permanent disabilities — they also apply to temporary medical conditions, surgeries, injuries, pregnancy-related conditions, and mental health conditions.

Section 02

The Interactive Process

California law requires employers to engage in a timely, good-faith interactive process once they become aware that an employee may need an accommodation. This is an open dialogue regarding the employee's limitations, available accommodations, and potential solutions. Employers cannot simply ignore requests or reject them without meaningful discussion. Common interactive process violations include ignoring accommodation requests, delaying responses, failing to communicate, rejecting accommodations without discussion, refusing to consider alternatives, failing to review medical restrictions, or terminating employees instead of engaging in the required process.

Section 03

Leave as an Accommodation

A leave of absence may itself qualify as a reasonable accommodation, separate from CFRA and FMLA protections. Employees often have overlapping rights under disability accommodation laws, CFRA, and FMLA — many are unaware that they may have multiple sources of protection for the same situation.

Section 04

Mental Health Accommodations

Disability accommodation rights are not limited to visible physical impairments. Employees with anxiety, depression, PTSD, chronic stress, or other mental health conditions may also be entitled to accommodations — including modified schedules, leave for treatment or recovery, remote work arrangements, reduced distractions, adjusted communication methods, or other accommodations tailored to specific limitations. Employers may not deny accommodations based on stereotypes, stigma, or assumptions regarding mental health conditions.

Signs you may have a claim

What this looks like in real workplaces.

Accommodation requests ignored or rejected without discussion
Employer refused to engage in a meaningful interactive process
Doctor's notes or work restrictions disregarded
Termination instead of accommodation
Mental health accommodation requests dismissed
CFRA/FMLA leave denied or interfered with

Applicable Law

The statutes we use to fight back.

FEHA Reasonable Accommodation Requirements

Requires employers to provide reasonable accommodations to qualified employees with disabilities absent undue hardship.

California Family Rights Act (CFRA)

Job-protected leave for serious health conditions, treatment, surgery, mental health conditions, family caregiving, and pregnancy-related needs.

Federal FMLA

Federal medical leave protections that often apply concurrently with CFRA.

What you may recover

Damages we pursue.

Lost wages and benefits
Front pay or reinstatement
Emotional distress damages
Punitive damages where warranted
Attorney's fees and costs

Frequently Asked

Questions about disability accommodations.

What if my employer won't talk to me about accommodations?

Failure to engage in the interactive process is itself a violation under California law. Document your requests in writing and contact us.

Can leave be an accommodation?

Yes. In some situations, a leave of absence — separate from CFRA or FMLA — qualifies as a reasonable accommodation.

What if I just need temporary modifications?

Accommodation rights apply to temporary conditions, surgeries, injuries, and recovery — not just permanent disabilities.

Free consultation

Talk to us about your situation.

Every case is different. The only way to know what yours is worth is to talk to a lawyer who handles these matters every day.

Free consultation
No-obligation, no pressure conversation
No fee unless we win
Contingency fee — you pay nothing up front
Discreet & private
We treat every consultation with care and discretion