Disability Discrimination and Your Rights in the Los Angeles Workplace 

 At Ottinger Employment Lawyers, we’ve spent over 25 years standing up for California employees. Based in Los Angeles, we help professionals navigate challenging workplace issues — including the unique problems that can arise when living and working with a disability. 

Strong Legal Protections for Workers with Disabilities in Los Angeles 

If you’re working with a disability in California, the law is firmly on your side — especially here in Los Angeles. State and federal laws protect employees from discrimination, including: 

• The California Fair Employment and Housing Act (FEHA) 
   

• The Americans with Disabilities Act (ADA) 
   

While both laws offer important protections, FEHA is generally broader and more favorable to employees. If your employer has denied accommodations, harassed you, or taken adverse action against you because of a disability, you may have legal recourse under these laws. 

What Counts as a Disability? 

California uses a broad definition of disability. Any physical or mental condition that limits a major life activity — such as working, seeing, hearing, speaking, walking, or learning — can qualify. You are protected whether your disability is temporary or chronic, visible or invisible, actual or perceived. 

Some common examples include: 

• Hearing or vision impairments 
   

• Mobility issues 
   

• Diabetes, epilepsy, or heart disease 
   

• Serious illnesses like cancer or HIV 
   

Even if your employer believes you have a disability and takes action based on that assumption, you may still be protected. 

Can You Still Do Your Job? 

In order to qualify for legal protection, you must be able to perform the essential functions of your job, with or without a reasonable accommodation. 

In many white-collar roles, accommodations make it entirely possible to continue performing your job. Whether it’s software, schedule changes, or ergonomic support, the law is designed to enable you to stay in your role, not push you out because of your condition. 

What Is a Reasonable Accommodation? 

Employers in California are required to provide reasonable accommodations to employees with disabilities — unless doing so would cause undue hardship. These accommodations vary, but commonly include: 

• Modified work schedules 
   

• Remote or hybrid work 
   

• Assistive technology 
   

• Ergonomic tools 
   

• Reassignment to a different, vacant role 
   

If your disability makes part of your job difficult, your employer should work with you to find a solution that allows you to continue working successfully. 

The Interactive Process: Your Employer’s Obligation 

Once your employer is aware of your disability, they are legally required to initiate an interactive process — a good-faith dialogue between you, your employer, and often your medical provider. The goal is to identify reasonable accommodations that allow you to keep doing your job. 

Unfortunately, many employers neglect this duty, ignore accommodation requests, or handle the process poorly. This can lead to additional violations under California law. 

Know Your Rights: The Legal Landscape 

• Statute of limitations: You generally have one year from the discriminatory act to file a claim with California’s Civil Rights Department (CRD). 
   

• Documentation matters: Save emails, performance reviews, accommodation requests, and medical notes — they can be crucial in proving your case. 
   

• What you can recover: Damages may include lost wages, emotional distress, reinstatement, and even punitive damages in severe cases. 

Facing Discrimination Because of a Disability? 
You Don’t Have to Face This Alone 

If you’ve been fired, demoted, harassed, denied accommodations, or ignored during the interactive process, you may have a claim under FEHA or the ADA. 

At Ottinger Employment Lawyers, we’ve helped hundreds of professionals across Los Angeles assert their rights and protect their careers. Disability discrimination doesn’t always look the same — sometimes it’s blatant, and other times it’s more subtle.  

Whether you’ve just been diagnosed, are managing a long-term condition, or are navigating a temporary impairment, you deserve a fair chance to keep working and thrive professionally. 

At Ottinger Employment Lawyers, we’re here to help you understand your rights, evaluate your situation, and take action if your employer has crossed the line. 

Contact us today for a confidential consultation. 

---

---