Disability discrimination occurs when an employer treats an employee unfairly because of a physical or mental impairment. Despite clear legal protections, many California workers still face barriers, retaliation, or outright denial of accommodations needed to perform their jobs effectively.
California employees are protected under both the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). FEHA offers broader protections than federal law and covers a wide range of disabilities, including conditions that are temporary, episodic, or perceived by an employer.
A disability can include physical impairments such as chronic pain, carpal tunnel syndrome, or mobility limitations. Mental and emotional conditions—such as anxiety, depression, or post-traumatic stress disorder—are also fully protected under California law. Employers may not discriminate based on myths, stereotypes, or assumptions about these conditions.
Employers have a legal duty to provide reasonable accommodations once they are aware of an employee’s disability. This may involve modifying job duties, adjusting work schedules, or altering the physical workspace. An employer may only deny an accommodation if it creates an undue hardship, which is a high legal standard.
If an employer refuses accommodations or retaliates against an employee for requesting them, that may constitute unlawful disability discrimination. Employees should document all incidents and seek legal guidance promptly to preserve their rights under California law.
Disability discrimination occurs when an employer treats an employee unfairly because of a physical or mental impairment. Despite clear legal protections, many California workers still face barriers, retaliation, or outright denial of accommodations needed to perform their jobs effectively.
California employees are protected under both the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). FEHA offers broader protections than federal law and covers a wide range of disabilities, including conditions that are temporary, episodic, or perceived by an employer.
A disability can include physical impairments such as chronic pain, carpal tunnel syndrome, or mobility limitations. Mental and emotional conditions—such as anxiety, depression, or post-traumatic stress disorder—are also fully protected under California law. Employers may not discriminate based on myths, stereotypes, or assumptions about these conditions.
Employers have a legal duty to provide reasonable accommodations once they are aware of an employee’s disability. This may involve modifying job duties, adjusting work schedules, or altering the physical workspace. An employer may only deny an accommodation if it creates an undue hardship, which is a high legal standard.
If an employer refuses accommodations or retaliates against an employee for requesting them, that may constitute unlawful disability discrimination. Employees should document all incidents and seek legal guidance promptly to preserve their rights under California law.
Disability discrimination occurs when an employer treats an employee unfairly because of a physical or mental impairment. Despite clear legal protections, many California workers still face barriers, retaliation, or outright denial of accommodations needed to perform their jobs effectively.
California employees are protected under both the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). FEHA offers broader protections than federal law and covers a wide range of disabilities, including conditions that are temporary, episodic, or perceived by an employer.
A disability can include physical impairments such as chronic pain, carpal tunnel syndrome, or mobility limitations. Mental and emotional conditions—such as anxiety, depression, or post-traumatic stress disorder—are also fully protected under California law. Employers may not discriminate based on myths, stereotypes, or assumptions about these conditions.
Employers have a legal duty to provide reasonable accommodations once they are aware of an employee’s disability. This may involve modifying job duties, adjusting work schedules, or altering the physical workspace. An employer may only deny an accommodation if it creates an undue hardship, which is a high legal standard.
If an employer refuses accommodations or retaliates against an employee for requesting them, that may constitute unlawful disability discrimination. Employees should document all incidents and seek legal guidance promptly to preserve their rights under California law.
