You have the right to reasonable accommodations at work. Employers must engage in the process and cannot punish you for requests. If denied, you may have a legal claim under the ADA or FEHA.
A reasonable accommodation is any workplace change that helps an employee with a disability perform essential job duties. This can include scheduling changes, equipment adjustments, remote work options, or temporary job modifications.
A disability may include:
Under the law, employers must work with employees to find solutions, not ignore them, delay requests, or punish them.
Schedule & Hours
Physical Accommodations
Medical & Leave-Related Accommodations
Technology & Assistive Devices
Job Restructuring
FEHA – Fair Employment and Housing Act (California)
ADA – Americans with Disabilities Act (Federal Law)
Applies nationwide. Protects employees with disabilities and requires employers to provide reasonable accommodations.
Your employer MUST:
This could apply to employees in your state, including major cities and metropolitan areas.
Reading list
Any workplace change that enables a disabled employee to perform essential duties without causing undue hardship to the employer.
Usually yes, but only limited information not full medical records.
No. That is illegal retaliation.
Physical, mental, chronic, long-term, temporary, and pregnancy-related conditions.
Only if it creates an “undue hardship” is a high legal standard many employers misuse.
Culture is not a legal excuse; this is discrimination.
Yes. Depression, anxiety, PTSD, ADHD, and other conditions qualify.
That alone can be grounds for a FEHA or ADA claim.
If you’ve been treated unfairly at work, don’t wait. Contact Apollo Law Group for a free consultation and let us fight for your rights.
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