Protecting The Rights Of Disabled Employees In California
Last updated on February 5, 2026
Federal and California laws protect workers with disabilities. These laws require employers to make reasonable changes so these employees can do their jobs.
When employers ignore these duties, workers often lose pay, miss promotions or lose their jobs. Many employees do not know they have legal protection, and some employers take advantage of that fact. If your employer demoted you, disciplined you or fired you because of a disability, you may have a claim. A California employment lawyer can help you understand your options.
At Makarem & Associates, we represent employees with physical and mental disabilities. We help workers who face discrimination or harassment at work. If your condition affects how you work, your employer must talk with you about solutions. This is called the interactive process, and the goal is to help you keep your job.
Who Is Protected Under California Disability Laws?
California law protects many workers and job applicants. You do not need a visible disability to qualify.
Protection may apply if you have a physical, mental or medical condition that affects daily activities. This includes long-term illnesses, mental health conditions, mobility limits and medical diagnoses like cancer or diabetes.
The law may also protect you if your condition is temporary or comes and goes. You may still have rights even if you can work most days. You are also protected if you had a disability in the past or if your employer believes you have one. This protection applies at every stage of work. It covers hiring, job duties, discipline, promotions and termination.
What Is A ‘Reasonable Accommodation’?
A reasonable accommodation is a change that helps an employee work despite a disability. It removes barriers that make the job harder to do.
Examples may include:
- Changing the height of a desk or workstation
- Providing screen tools or assistive devices
- Adjusting work hours for treatment or recovery
- Allowing extra unpaid medical leave
- Shifting tasks that are not essential to the job
There is no set list of allowed accommodations. Employers must look at each request on its own, and they must consider practical options.
An employer can deny a request only if it causes serious difficulty or high cost. Small changes or basic equipment usually do not meet that standard.
Common Unlawful Disability Discrimination Practices
Some employers break the law by:
- Refusing to discuss accommodations
- Ignoring medical notes or work limits
- Saying no without reviewing other options
- Firing or demoting workers after disclosure
- Cutting hours, pay or duties due to a condition
- Purposely creating a hostile environment at work
Employers cannot base decisions on fear or assumptions. They must rely on facts, not bias.
Retaliation For Requesting Accommodations Is Illegal
California law also bans retaliation. Your employer cannot punish you for asking for help or speaking up.
Retaliation may include unfair firing, demotion, reduced hours, write-ups or unfair reviews. It may also include creating a hostile work environment.
Even subtle actions may be illegal if they discourage employees from asserting their rights. An employment lawyer can review what happened and help you seek compensation.
The Clock Is Ticking
Disability discrimination and retaliation claims have strict deadlines. Waiting too long can limit your case.
Contact our firm today at 800-610-9646 or through our online form to schedule a free, confidential consultation with an experienced attorney. At Makarem & Associates, we focus on protecting employees and holding employers accountable.
