Ever wonder how to know if your employer is legally required to provide accommodations at work?
Disability and age discrimination complaints increased by a whopping 15% between 2023 and 2024. In total, there were 33,668 disability discrimination claims in 2024, up from 29,160 the previous year.
Why is this happening?
Most employees have no idea what workplace accommodations they’re legally entitled to under disability discrimination law. And employers are making huge mistakes by denying reasonable accommodations or firing disabled employees for bogus reasons.
Well, here’s the real deal…
Understanding your rights under disability discrimination law is critical to ensuring access to employment and equal opportunities in the workplace for all people, including those with disabilities.
In this article, you’ll learn:
- Why Workplace Accommodations Are More Important Than Ever
- The Basics of Disability Discrimination Law
- The Interactive Process for Receiving Accommodations
- The Most Common Types of Reasonable Accommodations
- When Employers Can Legitimately Say No
- Protecting Your Rights When Things Go Wrong
Why Workplace Accommodations Are More Important Than Ever
25% of disabled workers say they have experienced some form of discrimination at work. That’s one in four people, and we’re talking about in 2025.
In other words, millions of qualified workers are being shut out of jobs or prevented from working to their full potential because of their disability.
The fact is workplace accommodations are not some fringe benefit. They are a legal requirement and an important tool to ensure employees with disabilities have equal access to job opportunities.
Here’s an example:
If you need a wheelchair ramp to get into your office building, you should not be expected to climb stairs just to get to your desk. Workplace accommodations are there to remove barriers that prevent qualified employees from performing their jobs effectively.
One of the best ways to make sure your rights are protected is to work with an experienced Los Angeles disability discrimination attorney. These employment law experts can guide you through the often complex process of requesting accommodations and dealing with discrimination issues.
The good news is that most accommodations are not expensive. Recent statistics show that almost half of all workplace accommodations cost employers zero dollars to provide. And when there is a cost, the median amount spent per accommodation is only $300.
Pretty reasonable, right?
The Basics of Disability Discrimination Law
Disability discrimination law may cover more people and situations than you think.
Under the ADA, employers with at least 15 employees are required to provide reasonable accommodations for employees with disabilities, provided they are qualified to perform the essential job functions.
But what exactly does that mean?
To be protected under the ADA, an employee must:
- Have a physical or mental impairment that substantially limits a major life activity
- Have a record of such an impairment
- Be regarded as having such an impairment
The key word here is “qualified.” Just because someone has a disability does not automatically entitle them to an accommodation.
An employee must still be able to perform the essential functions of the job, with or without a reasonable accommodation. The law does not require employers to lower their standards or hire unqualified individuals.
But there is one important thing to note…
The definition of disability has been interpreted very broadly by the courts. Coverage is construed as broadly as possible, so more people are likely protected than you might think.
The Interactive Process for Receiving Accommodations
Did you know the process for receiving workplace accommodations should be interactive?
That means that both the employee and employer must work together to identify and implement effective accommodations.
The process generally looks like this:
- The employee requests the accommodation — The employee does not have to use the magic words “reasonable accommodation.” They just need to make their needs known.
- The employer engages in a dialogue — The employer can ask questions about the employee’s disability and limitations. The goal is to understand what accommodations may be effective.
- Potential accommodations are explored — There may be more than one way to effectively accommodate an employee’s needs. The employee is allowed to participate in this decision-making process.
- The agreed-upon accommodation is implemented — Once the employee and employer have agreed on a reasonable accommodation, the employer should implement it promptly.
The process should be collaborative, not adversarial. If your employer is being uncooperative or inflexible, that is a red flag.
The Most Common Types of Reasonable Accommodations
You may be surprised at the variety of reasonable accommodations that may be available to employees with disabilities.
The key is to identify what will effectively enable the employee to perform their job duties.
Some of the most common accommodations include:
- Modified work schedules — Flexible start times or additional breaks
- Modifications to the workplace — Ergonomic equipment or workspace adjustments
- Assistive technology — Screen readers, specialized keyboards, etc.
- Restructuring job duties — Redistributing non-essential tasks or modifying how work is performed
- Leave time — Additional unpaid leave beyond what is normally provided
Here’s the thing about accommodations…
They must be effective. An accommodation that doesn’t actually help the employee perform their job duties is not reasonable. The goal is to provide the employee with equal opportunity to succeed at their job.
And remember, employees are not required to accept the first accommodation suggested by their employer. If the accommodation is not effective, they can request alternative solutions.
When Employers Can Legitimately Say No
Employers do not get to just say no to every accommodation request. But they can deny accommodations in certain circumstances.
The primary circumstance where an employer can deny a requested accommodation:
If it would cause undue hardship to the employer. Undue hardship means significant difficulty or expense in relation to the size of the employer and their resources.
“Undue hardship” has a very high bar. Factors like the employer’s overall financial resources, the business size, and the accommodation cost are considered.
A $300 accommodation is unlikely to be undue hardship for most employers.
Employers are also not required to:
- Create new positions just for you
- Eliminate essential job functions
- Lower production standards
The bottom line? If you are qualified to do the job and the accommodation is not an undue hardship for the employer, they have very few valid reasons to deny it.
Protecting Your Rights When Things Go Wrong
So what do you do if your employer refuses to provide reasonable accommodations or discriminates against you because of your disability?
You have options:
First, start documenting everything. Keep records of your accommodation requests, your employer’s responses, and any other instances of discrimination.
Consider filing a complaint with the Equal Employment Opportunity Commission (EEOC). There is a 300-day filing deadline in most states.
But here’s what most people don’t realize…
Only about 23% of disability discrimination cases brought before the EEOC actually end up in favor of the employee. This does not mean discrimination is not occurring, it only means these cases can be very difficult to prove.
That is why legal help is so critical. An experienced disability discrimination attorney can help you navigate the process and gather the necessary evidence.
Employees who are discriminated against may be entitled to remedies including:
- Job reinstatement or hiring
- Back pay and benefits
- Implementation of reasonable accommodation
- Attorney’s fees and legal costs
Do not wait until it is too late to assert your rights.
Wrapping It Up
Hopefully, this article has helped shed some light on the often confusing and misunderstood issue of workplace accommodations.
Here are the main takeaways:
- Reasonable accommodations are a legal right, not a gift from your employer
- Most accommodations cost little to nothing to provide
- The process should be interactive and collaborative
- Always document and don’t be afraid to advocate for yourself
The truth is this: Workplace accommodations are good for everyone. They make for more flexible, inclusive workplaces that help all employees succeed.
If you are being discriminated against or are struggling to receive reasonable accommodations at work, do not go it alone. You have legal rights, but winning often requires expert assistance.
Take action to protect your rights today.