In Los Angeles, common disability accommodation issues include employers refusing or delaying accommodations, providing incomplete adjustments, or retaliating against employees who assert their rights. Workers may also face wrongful termination tied to their disability or requests for accommodations. These actions violate the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA), which require employers to engage in a fair and timely process.

Our knowledgeable legal team at Haeggquist & Eck is prepared to handle these cases with skill and dedication. We investigate the facts, gather evidence, and hold employers accountable for unlawful behavior. Whether through negotiation or litigation, we fight to secure accommodations, compensation, and justice for our clients. 

For a free case evaluation and legal consultation with an experienced Los Angeles disability accommodation attorney, please call (310) 651-8001 or contact us online for more information.

Why Select Us for Representation in Your Los Angeles Disability Accommodation Case?

Choosing the right attorneys to represent you in a disability accommodation case is one of the most important decisions you can make. At Haeggquist & Eck, our legal team is here to advocate for your rights and ensure your voice is heard throughout the process. We are deeply committed to promoting and protecting the rights of employees in the Los Angeles area, especially when those rights are challenged by employers who fail to follow the law.

Striving for justice is at the heart of what we do. We know how important fair outcomes are for our clients, and we pursue each case with the goal of achieving a resolution that truly favors your interests. With us on your side, you can trust that your case will be handled with the skill, focus, and determination it deserves.

You can see our most recent client testimonials and case results on this site.

Key Takeaways

• Strong Legal Protections: Employees in Los Angeles are protected under both the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA), which require employers to provide reasonable accommodations.
• Reasonable Accommodations Defined: Accommodations may include modified work schedules, remote work, ergonomic furniture, screen readers, interpreters, or restructuring nonessential job duties to support employees with disabilities.
• Employer Obligations: Employers must engage in a timely, good-faith “interactive process” with employees who request accommodations. Ignoring or delaying requests may violate the law.
• Prohibited Actions: Retaliation, discrimination, or wrongful termination tied to a disability or an accommodation request are strictly forbidden under ADA and FEHA.
• Employee Rights: Workers have the right to challenge denied accommodations, delayed responses, or retaliatory actions by seeking legal recourse.
• Potential Compensation: Remedies may include reinstatement, back pay, front pay, damages for emotional distress, and sometimes punitive damages, as well as attorney’s fees.
• Legal Support Matters: Contacting our experienced Los Angeles disability accommodation lawyers quickly strengthens your case and helps protect your rights. 

Understanding Disability Accommodation Law in Los Angeles

Disability accommodation law in Los Angeles is designed to ensure that individuals with disabilities have equal opportunities in the workplace. Two major laws govern this area: the federal Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA). Together, these laws protect workers from discrimination and require employers to make reasonable accommodations that allow employees with disabilities to perform their jobs effectively.

Under the ADA, employers with 15 or more employees must comply with accommodation requirements. FEHA goes even further by applying to employers with five or more employees, making it one of the strongest state protections in the country. Both laws recognize that employees have the right to request accommodations that help them carry out essential job duties. Employers are prohibited from retaliating against workers who request accommodations or assert their legal rights.

Types of Reasonable Accommodations

Reasonable accommodations can take many forms depending on the nature of the disability and the position involved. For example, an employee undergoing medical treatment may need a flexible or modified work schedule. Someone with mobility challenges may benefit from ramps, accessible restrooms, or ergonomic furniture. For workers with vision impairments, accommodations can include screen-reading software or large-print materials. Those who are deaf or hard of hearing may require sign language interpreters or captioning services. In some cases, restructuring a job to remove nonessential duties or allowing remote work can also qualify as reasonable accommodations.

Process for Obtaining Accommodations

The process for obtaining accommodations begins when an employee informs their employer of the need. This triggers what is known as the “interactive process,” a dialogue between the employer and the employee to determine effective solutions. While employers are not required to provide the exact accommodation requested if another effective option exists, they must make genuine efforts to meet the employee’s needs. Only if the accommodation would cause undue hardship—such as significant expense or disruption—is an employer excused from providing it.

Common Workplace Accommodation Issues in Los Angeles

Common workplace accommodation issues in Los Angeles often arise when employers fail to follow the protections outlined in the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA). These laws are designed to ensure that workers with disabilities have equal access to employment opportunities. However, despite these protections, many employees experience challenges when exercising their rights.

• One of the most frequent issues involves an employer refusing or delaying accommodations. Legally, once an employee requests a reasonable accommodation, the employer must engage in a timely, good-faith “interactive process” to determine how to meet the employee’s needs. Unfortunately, some employers ignore requests, take months to respond, or deny accommodations without proper justification. Such delays can force employees to work under difficult conditions, leading to unnecessary stress, reduced productivity, and even worsening health.

• Retaliation and discrimination are also common after employees request accommodations. Instead of addressing the request appropriately, some employers treat the employee unfairly by reducing hours, excluding them from projects, or creating a hostile work environment. These actions violate both ADA and FEHA, which strictly prohibit punishing employees for asserting their rights. Retaliation may not always be obvious—it can be subtle, such as poor performance reviews or sudden disciplinary actions. 

• Wrongful termination linked to a disability is another serious concern. In some cases, employers may attempt to disguise discrimination by framing a termination as a business decision, citing poor performance or company restructuring. However, if the true motivation is the employee’s disability or their request for accommodations, this violates state and federal law. Employees who are wrongfully terminated not only lose their jobs but also face emotional distress and financial hardship.

Potential Outcomes and Compensation You Can Receive in a Los Angeles Disability Accommodation Case

When an employer in Los Angeles fails to provide disability accommodations as required under the ADA and FEHA, an employee may have the right to pursue a legal claim. These cases can lead to a variety of potential outcomes, ranging from workplace changes to financial compensation. 

Employees may also receive compensation for financial losses. If a worker lost income because of wrongful termination, reduced hours, or denial of accommodations, they may be awarded back pay to cover income they should have earned. In some cases, employees may also receive front pay, which provides financial support for future lost income if reinstatement is not possible.

Beyond financial losses, compensation can address emotional harm. Being denied accommodations or facing retaliation often causes stress, anxiety, and damage to one’s professional reputation. Courts recognize this and may award damages for emotional distress. In particularly severe cases, punitive damages may also be available. These are designed to punish employers for intentional or egregious misconduct and to discourage similar behavior in the future.

In addition, successful employees may be entitled to recover attorney’s fees and court costs. This ensures that workers can pursue justice without being burdened by overwhelming legal expenses.

The resolution of a disability accommodation case in Los Angeles may also involve settlement negotiations outside of court. Settlements often include financial compensation, reinstatement of employment, or changes to company policies to prevent future violations.

How Our Attorneys Fight for Your Rights in a Los Angeles Disability Accommodation Case

At Haeggquist & Eck, our knowledgeable Los Angeles disability accommodation attorneys are dedicated to protecting the rights of employees who have been denied fair treatment at work. Both the ADA and FEHA guarantee that workers with disabilities deserve equal opportunities and reasonable accommodations. Unfortunately, many employers fail to follow these laws, leaving employees vulnerable to discrimination, retaliation, or wrongful termination. Our attorneys are here to fight for you and ensure that your voice is heard.

One way we advocate for our clients is by holding employers accountable when they refuse or delay accommodations. We know employees often face unnecessary obstacles, such as ignored requests, vague responses, or outright denials. Our legal team carefully examines the situation, gathers documentation, and builds a strong case to prove that your employer failed to uphold their obligations under the law.

We also fight against retaliation and wrongful termination. Too often, employees who request accommodations are punished through reduced hours, hostile treatment, or even being fired. At Haeggquist & Eck, we understand how devastating this can be for both your livelihood and your dignity. Our attorneys will aggressively pursue justice by seeking reinstatement when appropriate, compensation for lost income, and damages for emotional distress.

In addition to financial recovery, we aim to secure lasting workplace changes. Whether through settlement negotiations or trial, our goal is to resolve your case, ensuring your employer adopts fair policies that prevent future discrimination. By doing so, we help create safer, more inclusive workplaces across Los Angeles.

When you choose our firm, you gain a legal team with the skill, experience, and compassion to guide you through every step of the process. We communicate openly, keep you informed, and fight tirelessly for the outcome you deserve. If your rights have been violated, you do not have to stand alone. We are ready to fight for your rights and help you move forward with confidence.

Most Important Steps to Take in Your Los Angeles Disability Accommodation Case

If you are facing challenges in receiving disability accommodations at work, it’s important to take certain steps right away to protect your rights. 

• The first step is to document everything related to your request for accommodations. Keep copies of written requests, emails, and any responses you receive from your employer. If conversations happen in person or over the phone, make notes about the date, time, and what was said. This documentation can later serve as key evidence to show whether your employer engaged in the required “interactive process” or failed to take your request seriously.

• Next, follow your employer’s internal procedures. Many workplaces have human resources departments or policies in place for handling accommodation requests. Submitting your request through the proper channels ensures that your employer cannot later claim they were unaware of your needs.

• If your request is denied, delayed, or met with retaliation, it is critical to act quickly. Retaliation can include reduced hours, hostile treatment, or even termination after you assert your rights. Do not ignore these warning signs. Instead, take immediate action to protect yourself.

• The most important step you can take is contacting our experienced Los Angeles disability accommodation attorneys at Haeggquist & Eck as soon as possible. Our legal team understands ADA and FEHA claims and knows how to fight for employees who have been mistreated. By reaching out quickly, you give us the opportunity to investigate your case, preserve evidence, and take timely legal action on your behalf.

Our attorneys will guide you through each stage of the process, whether that means negotiating a fair settlement, filing a complaint, or pursuing your case in court.

FAQs

What laws protect me if I need accommodations at work?
Employees in Los Angeles are protected under the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA). These laws require employers to provide reasonable accommodations unless doing so would create an undue hardship.
What qualifies as a reasonable accommodation?
Reasonable accommodations vary depending on your needs and job duties. Examples include modified work schedules, remote work arrangements, ramps or ergonomic furniture, screen-reading software, or reassigning nonessential tasks.

What if my employer refuses or delays my request?

If your employer ignores, delays, or refuses your accommodation request without a valid reason, they may be violating the law. You have the right to challenge this and seek legal help to enforce your protections.

Can my employer retaliate against me for asking for accommodations?

No. Retaliation, such as cutting hours, giving unfair discipline, or termination, is strictly prohibited under both ADA and FEHA.

How can an experienced Los Angeles disability accommodation lawyer help?

Our Los Angeles disability accommodation attorneys at Haeggquist & Eck know how to fight for employees’ rights. We understand these complicated laws, will protect you from employer misconduct, and will pursue the accommodations and compensation you deserve.

Speak with a Skilled Los Angeles Disability Accommodation Lawyer Right Away

At Haeggquist & Eck, our experienced and aggressive attorneys are ready to advocate on your behalf and pursue the disability accommodation and compensation you deserve. For a free case evaluation and legal consultation with a knowledgeable Los Angeles disability accommodation attorney, please call (310) 651-8001 or contact us online today.