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Disability Reasonable Accommodation in California

The question is whether a workable adjustment lets the person do the essential parts of the job, not whether the job can be redesigned into a different one.

General education for California employees—not legal advice. Your facts and deadlines control. This is not a Workplace Rights Advocacy case result. It explains the Civil Rights Department workplace notice in plain English. It is not the poster and it is not a complete statement of every exception.

The duty

Government Code § 12940(m) and (n) require a reasonable accommodation for a known physical or mental disability, and a timely, good-faith interactive process. The workplace notice states the goal in one line: enable the employee or applicant to perform the essential functions of the job. The notice’s disability examples include physical, developmental, and mental-health conditions, and HIV/AIDS.

Accommodations often include a changed schedule, equipment, leave, light duty, or reassignment to an open role the person can do. The employer does not have to eliminate an essential function or accept an accommodation that would impose undue hardship, which FEHA treats as significant difficulty or expense. See disability accommodation and interactive process.

What usually matters

Write down the duties you actually perform, the limitation, what you asked for, and what the employer said. Medical detail can be requested when the disability or the need for accommodation is not obvious. Silence after a request is its own problem.

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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.