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What If My Employer Won’t Accommodate My Disability?

August 2, 2026 · Discrimination

General education for California employees—not legal advice. Your facts and deadlines control. This is not a Workplace Rights Advocacy case result.

The short answer

If you can perform the essential functions of your job with a reasonable accommodation, California’s FEHA generally requires the employer to provide it unless doing so would create undue hardship. Refusing without a real interactive process can support failure to accommodate and interactive process claims—often alongside disability discrimination.

What “reasonable” can look like

Common examples include modified schedules, leave as an accommodation, assistive equipment, remote or hybrid work where feasible, light duty, or reassignment to an open position you can perform. The right fit depends on medical restrictions and what parts of the job are truly essential.

Employers should communicate promptly about limitations and options—not shut down the conversation or demand impossible paperwork as a stall tactic.

Steps if your employer refuses

Put the request and medical work restrictions in writing
Ask which essential functions they claim you cannot perform
Propose alternatives and ask them to identify theirs
Save every email refusing or ignoring the dialogue
Get legal advice before resigning or signing a release

More detail: disability accommodation and our California employment law guide.

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Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?

If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.

How much does it cost?

Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).

Do you work on contingency?

In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.

How long will my case take?

Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.

What should I bring?

Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.

Free consultation?

Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.

What happens after I contact you?

Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.