If your employer denied a disability accommodation, you may have more protection under California law than you expect. When required steps are ignored, a refusal can cross into illegal conduct.
Which employers must provide accommodations in California
California law goes further than federal standards. Under the Fair Employment and Housing Act, many employers must act even when federal law would not apply. Coverage generally works as follows:
- FEHA coverage: Employers with five or more employees.
- ADA coverage: Employers with 15 or more employees.
If your employer meets these thresholds, they must consider reasonable accommodations unless they can prove undue hardship.
What the interactive process requires
Once you request an accommodation, your employer must engage in a productive and honest interactive process. Silence or delay can itself violate the law. That process requires the employer to:
- Talk about limits: Explain how your condition affects your work.
- Look at options: Go over different ways to adjust your job.
- Decide what works: See if the changes help and if the employer can reasonably provide them.
This individualized dialogue is mandatory. A flat denial without discussion is a legal red flag.
What counts as a reasonable accommodation
A reasonable accommodation is a workplace change that allows you to perform essential job functions. It does not need to be perfect but it must work. Common accommodations include:
- Modified duties: Adjusting or reassigning non essential tasks.
- Schedule changes: Flexible hours or reduced schedules.
- Medical leave: Time off for treatment or recovery.
- Workspace adjustments: Equipment or location changes.
In California, employers can break the law if they do not take part in a timely, good faith conversation about accommodations. The purpose of this process is to figure out changes that could help an employee do their job despite a disability.
When a denial becomes discrimination
An employer may lawfully deny a request only after meeting a high legal bar. Problems arise when denial replaces process. Warning signs include:
- No meaningful discussion: Refusing to engage after a request.
- Unsupported hardship claims: Vague cost or disruption arguments.
- Blanket policies: No individualized assessment of your condition.
Under FEHA, these failures may support claims for lost wages and other damages.
Why consulting an attorney may matter
Disputes about accommodations often come down to paperwork, timing and whether the employer actually followed the required process. Large companies usually have HR staff and lawyers guiding their decisions, which can make it harder for employees to push back.
Talking with a California employment attorney can help you understand whether your employer followed the law and what options may be available if they did not.