If you’re dealing with a disability, medical condition, or pregnancy-related need, you have the right to reasonable accommodations in the workplace under California law. But what does that actually mean — and what can you do if your employer refuses?
At Employees First Labor Law, we represent workers whose rights to accommodation are ignored, denied, or used against them. Here’s what you need to know.
🔹 What Are Reasonable Accommodations?
A reasonable accommodation is any change to the work environment, job duties, or policies that allows an employee with a disability to perform the essential functions of their job.
Examples include:
- Modified work schedules (e.g., reduced hours, flexible shifts)
- Ergonomic equipment or assistive technology
- Medical leave or extended time off
- Job restructuring or reassignment to a vacant position
- Telecommuting or remote work
- Light duty or physical restrictions (e.g., no lifting)
- Additional breaks for medical needs
- Private space for lactation
Employers are legally required to engage in a good faith, interactive process to identify and implement accommodations.
🔹 Who Is Entitled to Accommodations?
Under the California Fair Employment and Housing Act (FEHA), you may be entitled to accommodations if you:
- Have a physical or mental disability that limits a major life activity
- Have a temporary medical condition (e.g., pregnancy, injury, recovery from surgery)
- Are undergoing treatment (e.g., chemotherapy, mental health counseling)
- Are regarded as disabled or have a history of disability
Pregnant workers are also protected under the Pregnancy Disability Leave Law (PDLL) and CFRA, even if the condition is short-term.
🔹 What Is the Interactive Process?
Once your employer is aware of your need for accommodation (either through direct notice or a doctor’s note), they must:
- Engage in a timely, good faith conversation about your needs
- Explore available accommodations — not just deny based on cost or convenience
- Document efforts and communicate any limitations
Failure to do so may violate FEHA and expose them to liability.
🔹 What Employers Cannot Do
It is illegal for your employer to:
- Deny your request without exploring alternatives
- Terminate or discipline you for requesting accommodations
- Force you to quit or take unpaid leave unnecessarily
- Ignore medical restrictions or override your doctor’s instructions
- Retaliate against you for asserting your rights
If any of this has happened, you may have a claim for failure to accommodate, failure to engage in the interactive process, or wrongful termination.
🔹 What Remedies Are Available?
If your employer fails to provide reasonable accommodations, you may be entitled to:
- Reinstatement to your position
- Back pay and lost benefits
- Compensation for emotional distress
- Punitive damages in egregious cases
- Attorneys’ fees and legal costs
🔹 Why Choose Employees First Labor Law?
We’ve helped thousands of California workers assert their rights when employers:
- Deny or delay reasonable accommodations
- Misclassify workers as “not disabled”
- Use accommodation requests as an excuse to fire or demote
- Ignore the interactive process altogether
Our team combines employment law expertise with a deep understanding of disability rights, pregnancy protections, and workers’ comp crossover claims — giving you total protection under California law.
Whether your request is for medical leave, a modified schedule, or light duty — we make sure your employer follows the law and respects your health.
✅ Get a Free Case Review
If your employer has failed to accommodate your needs or punished you for requesting help, contact Employees First Labor Law today. You may have a strong legal case — and we’re ready to fight for you.
