If you live with a disability, or your employer believes that you do, California and federal law provide important workplace protections. Employers in Los Angeles are required to provide equal employment opportunities, participate in a good faith interactive process, and provide reasonable accommodations when appropriate.

When those responsibilities are not met, the conduct may amount to unlawful workplace disability discrimination.

At Remedy Law Group, we represent employees throughout Los Angeles County who believe they were treated unfairly because of a physical or mental disability.

Disability Discrimination Under California Law

Workplace disability discrimination in Los Angeles is primarily governed by the California Fair Employment and Housing Act, commonly referred to as FEHA, and the Americans with Disabilities Act.

FEHA generally provides broader protections than federal law and applies to most California employers with five or more employees.

Under these statutes, an employer may not discriminate against a qualified employee because of a physical disability, mental health condition, medical condition, history of disability, or perceived disability.

If you can perform the essential functions of your position with or without reasonable accommodation, you are entitled to protection under California law.

Why Disability Discrimination Still Happens

Despite clear legal standards, disability discrimination continues in some Los Angeles workplaces.

In certain situations, employers misunderstand their legal obligations under FEHA. In others, they assume accommodations are too costly or disruptive without conducting a proper assessment. Bias, particularly surrounding mental health conditions, can also influence workplace decisions.

Sometimes negative treatment begins after an employee requests medical leave or modified duties. The law requires individualized evaluation rather than assumptions about productivity, attendance, or long term ability.

When employment decisions are based on stereotypes instead of documented performance, legal concerns may arise.

The Right to Reasonable Accommodation

One of the central protections under California law is the right to reasonable accommodation. A reasonable accommodation is a workplace adjustment that enables an employee to perform essential job duties.

Examples may include modified work schedules, remote or hybrid arrangements, ergonomic equipment, leave for treatment, adjustments to workplace policies, or reassignment of nonessential tasks.

Employers in Los Angeles must respond to accommodation requests in a timely and meaningful manner.

The Interactive Process Explained

When an employer becomes aware that an employee may need accommodation, both parties are expected to participate in what the law calls the interactive process.

This is a collaborative dialogue intended to determine whether an effective accommodation can be implemented without creating undue hardship.

An employer that dismisses a request without discussion or fails to engage in that dialogue may violate FEHA. An accommodation may only be denied if the employer can demonstrate significant difficulty or expense in light of its size and available resources.

Examples of Workplace Disability Discrimination

Disability discrimination in Los Angeles County workplaces can take many forms.

Examples include termination after disclosing a disability, refusal to provide reasonable accommodation, demotion or reduced hours tied to a medical condition, harassment related to a physical or mental impairment, exclusion from advancement opportunities, or retaliation after requesting accommodation.

In many situations, adverse action occurs shortly after medical documentation is provided or workplace adjustments are requested. Evaluating timing, communications, and documentation is often central to determining whether a disability discrimination claim in California may exist.

Mental Health Conditions Are Protected

California law protects mental health conditions in the same manner as physical impairments. Anxiety, depression, PTSD, ADHD, and other conditions that limit major life activities may qualify for protection.

Employers in Los Angeles may not minimize a diagnosis, deny reasonable schedule adjustments related to treatment, rely on protected medical information as a basis for discipline, or terminate employment because of a qualifying condition.

Workplace stigma does not eliminate statutory protections.

Wrongful Termination and Disability

If an employee is terminated because of a disability or after requesting accommodation, the termination may violate California public policy.

Employers sometimes describe these decisions as performance based or restructuring related, but the surrounding facts and documentation are important.

Determining whether a wrongful termination occurred requires careful review of the employer’s stated reasons and the sequence of events.

Deadlines for Filing a Disability Discrimination Claim

Disability discrimination claims in California are subject to strict deadlines.

An employee must first file a complaint with the California Civil Rights Department before pursuing a lawsuit in court.

The applicable deadline may vary depending on the specific facts and procedural posture of the case. Early evaluation can help ensure that important timelines are not missed.

Potential Remedies Under California Law

If disability discrimination is established, remedies under California law may include lost wages and benefits, emotional distress damages, reinstatement in certain circumstances, implementation of reasonable accommodations, and attorneys’ fees and costs.

The remedies available depend on the facts of each case and the governing legal standards.

Speak With a Los Angeles Disability Discrimination Attorney

If you believe you experienced workplace disability discrimination in Los Angeles or elsewhere in Southern California, you may wish to discuss your situation with an employment attorney.

At Remedy Law Group, we represent employees in Los Angeles disability discrimination matters involving failure to accommodate, failure to engage in the interactive process, retaliation, and disability related termination.

Our role is to evaluate the facts, explain applicable law, and pursue appropriate legal action when supported by the evidence. Confidential consultations are available to discuss potential next steps.