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Disability Accommodation Lawyers in Los Angeles
California employees with disabilities have the right to reasonable accommodations in the workplace. When employers refuse to accommodate, discriminate, or retaliate against employees with disabilities, our attorneys fight to enforce their rights under FEHA and the ADA.
Schedule a free consultation today to discuss your disability accommodation case with a trusted Los Angeles attorney.
What Are Disability Accommodations in Employment?
Disability accommodations are modifications or adjustments to a job, work environment, or workplace policies that enable an employee with a disability to perform essential job functions. Under California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA), employers must provide reasonable accommodations unless doing so would create an undue hardship.
California’s FEHA provides broader disability protections than the ADA. FEHA defines disability more expansively, covers employers with 5 or more employees (versus 15 for the ADA), and requires employers to engage in a good-faith interactive process to identify effective accommodations. California also protects employees perceived as disabled and employees associated with disabled individuals.
Common reasonable accommodations include modified work schedules, job restructuring, ergonomic equipment, reassignment to a vacant position, additional breaks, leave of absence, work-from-home arrangements, and physical modifications to the workspace. The specific accommodation depends on the employee’s functional limitations and the nature of the job.
At Novian & Novian, our disability accommodation attorneys have extensive experience enforcing FEHA’s robust disability protections. We represent employees who have been denied accommodations, subjected to discrimination because of their disability, or retaliated against for requesting accommodations.
How Can a Disability Accommodation Lawyer Help?
A disability accommodation lawyer helps employees who have been denied reasonable accommodations, discriminated against, or terminated because of their disability pursue claims against their employers under FEHA and the ADA. These cases often involve the employer’s failure to engage in the required interactive process.
Our disability accommodation attorneys at Novian & Novian document your employer’s failure to accommodate, gather medical evidence supporting your disability and functional limitations, demonstrate that reasonable accommodations were available, and pursue full compensation through negotiation or litigation. We also advise employees on how to request accommodations effectively.
If your employer has failed to accommodate your disability, contact Novian & Novian for a free consultation. Our Los Angeles attorneys will evaluate your case and fight for your rights.
What Our Clients Say
“My employer refused to let me work from home two days a week even though my doctor recommended it for my condition. Novian & Novian proved they never engaged in the interactive process and secured a significant settlement.”
— Former Client, Los Angeles
“After I was diagnosed with a chronic condition, my employer started looking for reasons to fire me. Novian & Novian documented the disability discrimination and fought for accountability.”
— Former Client, Sherman Oaks
“Novian & Novian understood my disability and how it affected my work. They explained my FEHA rights clearly and fought to get me the accommodations and compensation I deserved.”
— Former Client, Pasadena
Why Should You Choose Novian & Novian for Your Disability Accommodation Case?
Novian & Novian has represented employees with disabilities across California for over 35 years, handling cases involving failure to accommodate, disability discrimination, failure to engage in the interactive process, and retaliation for requesting accommodations.
Our attorneys understand that disability accommodation cases are deeply personal. We provide empathetic, strategic representation while aggressively holding employers accountable for violating their legal obligations.
Deep FEHA and ADA Disability Expertise
We are experts in California’s expansive disability protections under FEHA and the federal ADA. We understand the interactive process requirements, undue hardship analysis, and all applicable regulations.
Experience With All Types of Accommodations
We have handled cases involving schedule modifications, equipment needs, reassignment, leave, remote work, and physical workspace changes. We know what accommodations are reasonable and how to prove employer non-compliance.
Interactive Process Advocacy
Many accommodation failures stem from the employer’s refusal to engage in the interactive process. We document these failures and hold employers accountable for this independent legal violation.
No Fees Unless We Win
We handle disability accommodation cases on a contingency fee basis. You pay nothing unless we recover compensation.
Compassionate, Results-Driven Approach
We combine genuine empathy with aggressive advocacy to achieve the best possible outcomes for our clients.
FAQs
Below are answers to some of the most common questions:
What Is the Interactive Process Under FEHA?
When an employee requests an accommodation or the employer becomes aware of a disability, FEHA requires both parties to engage in a timely, good-faith interactive process to identify effective reasonable accommodations. The employer’s failure to engage in this process is an independent FEHA violation — even if the employee does not identify a specific accommodation.
What Qualifies as a Disability Under California Law?
FEHA defines disability broadly — any physical or mental condition that limits a major life activity. Unlike the ADA, FEHA does not require the limitation to be ‘substantial.’ This broader definition protects more workers, including those with conditions like depression, anxiety, diabetes, arthritis, and chronic pain.
Can My Employer Fire Me for Having a Disability?
No. It is illegal to terminate, demote, or take any adverse action against an employee because of their disability. If your disability was a motivating factor in the adverse action, you have a discrimination claim under FEHA.
What If My Employer Says Accommodation Would Be an Undue Hardship?
The employer bears the burden of proving undue hardship — which requires showing significant difficulty or expense relative to the employer’s size and resources. For most employers, the commonly requested accommodations do not constitute undue hardship.
How Do I Request a Reasonable Accommodation?
You do not need to use specific legal language. Simply inform your employer that you need a change at work because of a medical condition. It is best to make the request in writing and include documentation from your healthcare provider describing your limitations.
What Compensation Can I Recover?
You may recover back pay, front pay, lost benefits, emotional distress damages, punitive damages, attorney fees, and potentially reinstatement. FEHA provides robust remedies for disability accommodation violations.
Denied Disability Accommodations? We Enforce Your Rights.
Our Los Angeles disability accommodation attorneys enforce FEHA’s robust protections for employees with disabilities. Contact Novian & Novian for a free consultation today.
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