Employee-side employment law
Disability discrimination lawyers
Free initial review. Accepting inquiries nationwide
Was your medical situation used against you?
Disability matters may involve an adverse decision, an accommodation dispute, or both. The analysis examines whether the employee is protected, can perform the essential functions with or without accommodation, gave the employer adequate notice of a need, and was treated adversely because of disability or protected activity.
Facts worth a closer look
- Termination followed disclosure of a diagnosis, restriction, or request
- The employer refused to discuss any accommodation
- A blanket policy required employees to be fully healed
- Comparable employees without disabilities received more flexibility
Records that may matter
- The job description and records of actual daily duties
- Accommodation requests and responses
- Relevant restrictions and return-to-work records
- Performance and attendance records before the medical issue
How the law frames it
Disability protections at work
The Americans with Disabilities Act prohibits covered employers from discriminating against qualified individuals with disabilities in hiring, pay, promotion, termination, and other employment decisions.
Reasonable accommodation may include schedule changes, equipment, policy adjustments, leave, or reassignment, depending on the essential functions and whether the change would cause undue hardship.
State and local law can differ by disability definition, employer-size threshold, accommodation process, medical-inquiry rules, deadline, and remedy.
Source guidance
Source reviewed July 2026
How location affects your case
This page is general educational information, not legal advice. The cited federal sources establish a starting point. Coverage, defenses, procedures, and deadlines can change under state or local law and depend on the employer, forum, claim, and facts.
Employee-side experience
David Manes
An employee-side employment litigator and law firm founder focused on sexual harassment and workplace discrimination who has overseen more than 3,500 matters since 2013.
Experience and credentialsAn inquiry does not guarantee assignment to a particular attorney.
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Start with your contact details. Our intake team will ask what happened and discuss whether we can help. The initial review is free. If we propose representation, we explain the scope and fees before you decide.
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Find out where you stand.
Start with a free initial review. Our intake team will discuss your situation and whether we can help. No obligation to hire us.
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- Accepting inquiries nationwide