Dealing with a disability is challenging enough—facing unfair treatment at work adds stress you shouldn’t have to endure. Unfortunately, many workers silently endure discrimination, unaware that legal protections exist. If you suspect you’re being treated unfairly due to a medical condition, disability discrimination attorneys can help you understand your rights and take action. Whether you’re seeking guidance or considering legal steps, knowing how to protect yourself is crucial.
What Is Disability Discrimination?
Disability discrimination is any unfair treatment at work based on a physical or mental condition. It’s more common than you might think—and it’s illegal. Employers are not allowed to fire, demote, or treat you unfairly simply because of a diagnosis or medical limitation. Sometimes it’s obvious, but more often, it hides in silence, avoidance, or vague justifications.
You may be facing discrimination if your employer:
- Terminates or demotes you after learning about your condition
- Denies a promotion based on assumptions about your abilities
- Refuses to provide or even discuss accommodations
- Ignores your request for help or leaves your needs unmet
This type of discrimination isn’t always aggressive—it can be passive, slow, and frustrating. But the law is on your side, and attorneys for disability discrimination are available to help you navigate these situations.
You Have the Right to Request Accommodations
If a medical condition makes it more difficult for you to perform your job, you have the legal right to request what’s called a “reasonable accommodation.” These are adjustments that make it easier to fulfill your role without placing an undue burden on your employer.
Common accommodations include:
- Ergonomic chairs, desks, or other equipment
- Flexible work schedules or additional breaks
- Work-from-home options
- Reassignment of non-essential duties
- Medical leave or modified workload for treatment
The process starts when you provide documentation—typically a note from your healthcare provider—explaining your condition and the support you need. After that, your employer must initiate a discussion, known as the interactive process, to find a workable solution.
Understanding the Interactive Process
This process is more than a formality—it’s a protected right under disability laws. The interactive process is a back-and-forth conversation between you and your employer to identify reasonable accommodations. It must be approached with good faith by both sides.
Employers cannot simply deny your request or ignore it. They must:
- Engage in open communication
- Explore feasible adjustments
- Explain if an accommodation would create a serious burden
This is not a one-time conversation. It may involve several discussions or trial periods, especially if your needs change over time.
What Counts as “Reasonable”?
A “reasonable” accommodation is one that helps you perform your job without creating excessive difficulty or expense for the employer. What’s considered reasonable depends on the job and the company’s size and resources.
Examples of reasonable accommodations:
- Allowing remote work for employees with chronic pain or fatigue
- Providing screen readers or adaptive technology
- Shifting work hours to accommodate medical treatments
- Relocating an employee to a quieter or more accessible area
Examples of accommodations that may be considered unreasonable:
- Hiring extra staff to reduce your workload
- Approving open-ended leave with no return date
- Making changes that would disrupt safety or operations
If you’re not sure whether your request falls into the reasonable category, a disability discrimination lawyer can offer clarity and help frame the request effectively.
Red Flags of Discrimination
Beyond denied accommodations, here are signs that may point to disability discrimination:
- A change in treatment after disclosing your condition
- Exclusion from meetings or projects you previously led
- Sudden performance issues raised after your diagnosis
- Dismissive or mocking comments about your needs
- Delays in processing or responding to your accommodation request
These may be subtle, but taken together, they can create a hostile work environment. You’re not expected to tolerate that. If you’re unsure what your next steps should be, connecting with attorneys for disability discrimination is a good place to start.
How to Protect Yourself
One of the best things you can do is document everything. Keep records of emails, notes from doctors, responses from HR, and summaries of conversations with your manager. This creates a clear timeline and can be crucial if you decide to file a formal complaint.
Also, review your company’s internal policies. Many organizations have set procedures for requesting accommodations or reporting discrimination. Following them helps protect your position and strengthens any future legal case.
Legal Support Is Available
If you’ve tried to request accommodations and hit a wall—or worse, faced retaliation – you have options. Working with a disability discrimination attorney makes a big difference. They can guide you through your legal options, help file a complaint or even negotiate directly with your employer. The right legal support ensures your rights are respected and helps prevent future mistreatment.
Final Thoughts: You’re Not Alone
Discrimination thrives in silence, but you don’t have to stay quiet. If your workplace is failing to treat you fairly or respect your medical needs, trust your instincts and get help. Disability rights are legally protected—and disability discrimination attorneys are here to help enforce them.
Whether you’re exploring your options, ready to file a complaint, or simply need someone to review your situation, don’t wait. Give our team a call. Speak with a discrimination lawyer who understands disability law. You have every right to a fair and respectful workplace, and there are attorneys for disability discrimination who can help you get there.
