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Last Modified on
Jan 23, 2026
If you are a disabled worker, you may be curious about which workplace accommodations are available to you. Disability accommodations in the workplace in California depend on several factors, but the California Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA) provide solid legal protections for disabled workers.
Employers with five or more employees must provide reasonable accommodations to individuals with a physical, mental, or developmental disability, unless the request would create an undue hardship for the employer. Some examples of reasonable accommodations include:
- Providing leave and time off for medical care
- Providing mechanical or electronic aids
- Relocating the work area
- Changing work schedules
- Changing job duties
- Providing reasonable, safe physical access to the worksite
On a normal, day-to-day basis in the workplace, this can look like more time to complete work-related tasks, providing hearing aids or a wheelchair ramp for employees, arranging for a quiet space for workers to do their job, access to disabled parking, and allowing workers time off for therapy and medical treatment, without the threat of termination.
Why Employers Must Provide Disability Accommodation
Both state and federal laws mandate that employers must extend reasonable accommodations to their disabled employees. This includes part-time, seasonal, temporary, and full-time employees. If an employer fails to comply with these laws, legal repercussions may occur.
ADA and FEHA laws exist to protect workers from discrimination and workplace abuse. Workers are advised to document any accommodation requests and record the employer’s responses to help protect their right to a safe and functional work environment. For more information on the documentation process, you can learn about protecting California employees from workplace discrimination on our blog.
Interaction and Communication Between Employer and Employee
While the law protects a disabled employee’s right to request and receive workplace accommodations, California disability discrimination laws require a timely, cooperative interactive process between employers and employees. Collaboration between parties should occur in good faith, either verbally or in writing. You can see what counts as reasonable accommodations for employees with disabilities for more specific examples.
Employers are required to engage with and address all accommodation requests in a timely manner once the need for such accommodations is presented. The request may constitute an undue hardship for the employer, as defined by the ADA, which is an action that requires significant difficulty or expense. Employers must try to identify an alternative accommodation that still effectively addresses the employee’s concern.
Legal Recourse for Accommodation Non-Compliance
If you have made a reasonable request for accommodations with your employer, and they refuse to comply in an efficient manner, they are in violation of disability discrimination laws, and you have the right to seek legal recourse and file a complaint. Under the FEHA statute of limitations, California complaints must be filed within three years of the violation, so it’s important to take action early.
A qualified disability discrimination lawyer can help advise you on the most effective course of action if you have been subjected to workplace injustice and accommodation noncompliance. Knowing your rights as an employee is the first step in ensuring fair treatment at work.
Consequences of Disability Discrimination
With over one million disabled employees in California’s workforce, disabled individuals are a vital source of employment for the state. Workers with developmental, physical, mental, and sensory disabilities comprise a marked percentage of all workers.
Facing disability discrimination can be stressful. The strain on your mental and physical ability due to a lack of accommodations can lead to medical complications, lost wages, and the inability to perform your job at your highest capacity. If the stress of your workplace environment has become unbearable, you may want to see how to identify sexual harassment or other forms of bias that often overlap with disability claims. Disability laws in California were established to protect the interests of disabled workers and prevent undue hardship in the workplace.
Hire a Disability Discrimination Lawyer
It’s important to take action if you have faced unfair treatment by an employer who refuses to comply with your accommodation requests. At Gruzen Moussly Law, we have decades of experience with disability discrimination cases and have served the Southern California region with proven integrity and respect.
A qualified disability discrimination lawyer can help you pursue legal action against negligent employers and seek compensation for the violation of your rights. These awards can include front pay and back pay, damages for emotional distress and therapy costs, attorney fees and court costs, and, in some cases, punitive damages.
FAQs
What Is the California Disability Accommodation Law?
In California, FEHA mandates that any employer with five or more employees must provide reasonable accommodations for individuals with disabilities to help them perform essential job functions. Once the employer learns of the employee’s disability, accommodations must be addressed in a timely manner to avoid liability. If the employer fails to do this, an experienced lawyer should be contacted.
What if an Employer Cannot Accommodate Work Restrictions in California?
If an employer cannot accommodate a disabled employee’s request for accommodation because of an undue hardship, the employer must attempt to provide alternative accommodations to address the employee’s request in a prompt manner to avoid liability. If an employer refuses to comply with an employee’s request and initiate alternatives, they could face legal repercussions.
What Are the Four Types of Accommodations?
The four main types of workplace accommodations according to the ADA are changes to the application or hiring process, changes to the job description, changes to the way the job is done, and changes to the work environment to help the disabled person perform the essential functions of their job and enjoy equal opportunity in the workplace. These four standards form the basis for all disability accommodations.
What Is the Most Common ADA Violation in the Workplace?
One of the most common ADA violations in the work environment, and in general, is physical barriers to access in existing facilities. A lack of wheelchair ramps, elevators, stair railings, accessible parking, and accessible restrooms can pose hardships and safety hazards for disabled employees. Non-compliance is a legal matter and a violation of rights that must be addressed.
Request a Free Consultation With Our Legal Team
At Gruzen Moussly Law, we are your trusted source for all your employment law needs, including disability discrimination and ADA and FEHA non-compliance. If you are experiencing workplace hardship due to a lack of disability accommodations, we can help. Contact us today to schedule a free consultation with our trusted legal advisors.
