Los Angeles Disability Discrimination Lawyer

A disability discrimination lawyer reviews your medical history, employment records, and HR interactions to determine whether your rights were violated under the Americans with Disabilities Act (ADA) or California’s Fair Employment and Housing Act (FEHA).

For example, if you requested light-duty work after surgery and were later removed from your position, this may point to discrimination that requires legal attention.

This early review helps clarify if your case qualifies under current disability discrimination laws and whether legal action is the right step.

Your lawyer prepares and files the appropriate complaint with either the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC), depending on your case. This includes writing a clear statement of facts, organizing supporting evidence, and meeting all filing deadlines. Each step is handled to help preserve your claim and move your case forward.

Legal representation covers every stage from early resolution discussions to formal proceedings. A disability discrimination lawyer advocates for you in mediation, arbitration, administrative hearings, or trial, depending on the facts of your case.

The direction your case takes often depends on the strength of your evidence and whether your employer is willing to resolve the issue outside of court.

If you were fired, reassigned, or mistreated after telling your employer about a disability, you may have experienced illegal retaliation. These actions often violate state and federal protections, especially when they follow a disclosure or accommodation request.

If your employer denied a reasonable accommodation, such as flexible hours, light-duty tasks, or remote work, that may indicate noncompliance with California and federal accommodation requirements. Both FEHA and the ADA require employers to discuss accommodation requests through an interactive process. Delays, denials, or refusals without discussion may indicate noncompliance.

If HR dismissed your concerns or blamed you after you raised a disability-related issue, that may reflect a failure to uphold legal obligations. Whether you reported harassment, requested medical leave, or needed support, ignoring your complaint can point to a serious compliance issue.

If anything changed at work after disclosure, a legal review can clarify your rights. Many workers miss their chance to take action because they did not realize their experience met the legal definition of discrimination. If anything changed at work after you disclosed a condition and those changes seem unfair or retaliatory, a lawyer can help clarify if your experience breaches disability-related legal standards.

We begin by gathering your medical records, performance evaluations, and internal communications to uncover patterns and timelines. If, for instance, you provided a doctor’s note and were later given poor reviews or denied reasonable accommodations, we use this documentation to establish a direct connection between your disability and your employer’s adverse actions. This evidence is key to building a strong, fact-based case.

We interview coworkers, supervisors, and HR personnel to gather witness statements that support your experience. Simultaneously, we examine your employer’s written policies to identify any inconsistencies between stated procedures and how your situation was actually handled. When internal policies promise fair treatment but management acts otherwise, it can reveal a clear pattern of discrimination.

We build a compelling legal case by aligning the facts with the legal standards for disability discrimination. This involves demonstrating:

• You had a qualifying disability
• You were able to perform the essential functions of your job
• You experienced an adverse employment action (e.g., demotion, termination, denial of accommodations)
• Your disability was a motivating factor in that decision

To support these points, we organize a clear timeline, gather key emails, witness statements, and employer policies. For example, if you were terminated shortly after requesting medical leave, we emphasize that timing to show a direct link between your condition and your employer’s actions.

If you lost your job after disclosing a disability, you may have the right to get that job back. In other cases, legal pressure can force your employer to provide the accommodations they previously ignored, including job duty changes, schedule adjustments, or access to tools you need to work safely.

These results can help you return to work on your terms, with your rights recognized.

Some cases go beyond one employee. Your claim may lead to updated company policies, new HR protocols, or mandatory anti-discrimination training for managers. In settlements or trial outcomes, these requirements are often part of what we negotiate.

Clients often tell us they want to protect others from going through the same thing, and this is one way we help make that happen.

Some clients prefer a private settlement that offers closure and compensation quickly. Others want their case heard in court, especially when the employer refuses to accept responsibility.

Each path has different benefits and considerations. At Blair & Ramirez LLP, we explain the process clearly, weigh your goals, and help you decide how to move forward based on the strength of your case.

Economic damages cover the income you lost because of your employer’s actions. This includes back pay after a termination, lost raises, missed promotions, and the future earnings you likely would have earned.

For example, six months of unemployment at $5,000 per month could result in a $30,000 award for back pay. These damages can also cover lost benefits or retirement contributions tied to your job.

Disability discrimination often causes emotional stress that affects your confidence, mental health, and relationships. Harassment, public embarrassment, or being fired after disclosing a condition can have lasting effects.

California courts recognize this type of harm as real, and in many cases, these damages make up a large part of the total recovery.

Under California’s Fair Employment and Housing Act (FEHA), you can recover legal fees if you win your case. This includes attorney’s fees, expert witness costs, and other court-related expenses.

Our employment lawyers handle these cases on a contingency basis, meaning you pay nothing upfront, and we only collect if we win or settle your case.

Understanding what qualifies as disability discrimination starts with how the law defines a disability. Under the Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA), a disability includes any physical or mental condition that limits a major life activity, such as walking, speaking, focusing, or working. These protections apply even if your condition is temporary, intermittent, or not outwardly visible. As long as you can perform your job with or without reasonable accommodations, the law protects you from unfair treatment.

Workplace mistreatment becomes illegal when a disability is a substantial motivating reason for changes to your employment. These changes, referred to as adverse employment actions, can include demotion, reassignment, denial of promotion, reduction in hours, or termination.

Even minor changes like fewer hours or undesirable shifts may be illegal if linked to your condition. Courts often look at timing, internal communications, and how non-disabled employees in similar roles were treated to determine if discrimination occurred.

Yes. If you have a condition that limits a major life activity, you have the right to ask for changes that help you do your job.

Under California law, employers with five or more employees must consider reasonable accommodations, such as modified duties, adjusted hours, or assistive equipment, unless providing them would cause an undue hardship.

Yes. If you are eligible, you can take up to 12 weeks of unpaid, job-protected leave under either the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA).

Both allow time off for disability-related treatment, recovery, or a doctor’s recommendation, without risking your job. The FMLA applies only to employers with 50 or more employees, whereas the CFRA covers a broader range of workplaces in California.

If your employer ignores, delays, or outright denies a reasonable accommodation request, it may violate your rights under state or federal law. Employers are legally obligated to engage in a good-faith interactive process - a collaborative discussion to explore possible accommodations. Failing to participate in this process or rejecting your request without justification could open the door to legal action, including filing a complaint, seeking reinstatement, or pursuing compensation.

Yes. It is illegal for an employer to retaliate or harass you for requesting accommodations, disclosing a disability, or filing a complaint.

Retaliation can include reduced hours, sudden discipline, exclusion from meetings, or even leaking your medical information. California law treats these as separate legal violations, and if proven, they can increase the compensation you are entitled to receive.

FEHA applies to California employers with five or more employees and offers broader protections than federal law. It covers physical, mental, temporary, and perceived disabilities.

FEHA requires employers to prevent discrimination and engage in a good-faith interactive process when an employee requests accommodations.

These laws apply to every stage, from interviews to termination. An employer may be in violation if they:

1. Deny, ignore, or delay a reasonable accommodation request.
2. Fire, demote, or discipline an employee because of a disability.
3. Refuse to participate in the interactive process.
4. Retaliate after a request for support or a discrimination complaint.

These actions may justify a legal claim when they are tied to your disability or your attempt to assert your workplace rights.

The interactive process is a mandatory step under FEHA and the ADA. It requires both the employer and employee to work together to identify reasonable accommodations. Before denying a request, the employer must ask questions, review medical documentation, and explore workable alternatives in good faith.

Failing to participate in this process or ending it prematurely can be treated as a legal violation under both California and federal law.

If you are currently employed and being treated unfairly because of your disability, legal help may be appropriate. This includes denied accommodations, job reassignments after disclosure, reduced hours, or sudden negative evaluations. Whether you work part-time, remotely, or during probation, your rights still apply.

Disability protections apply before you are hired. If you are rejected after revealing a medical condition, or if an interview is canceled following a disclosure, the employer may have violated the law. Hiring decisions must be based on qualifications, not assumptions about your condition.

You do not need a permanent or officially diagnosed condition to be protected. If you are recovering from surgery, pregnancy complications, or an injury, or if your employer wrongly assumes you are disabled, those situations may still qualify for legal protection.

Conditions like anxiety, PTSD, ADHD, or chronic fatigue are legally recognized. If your condition affects your ability to perform essential job tasks even intermittently, you have the right to accommodations. Employers cannot disregard these conditions because they are not visible.

Filing deadlines depend on whether your complaint is handled under state or federal law:

• EEOC (federal claims):
  • 180 days from the date of the discriminatory act.
  • 300 days if California law applies (most cases qualify).
• CRD (formerly DFEH - California claims):
  • 1 year from the discriminatory action.
  • Extensions may apply in limited cases, such as internal investigations or other delays beyond your control.

Filing with the CRD is usually the first step for state claims. In most cases, it must happen within 12 months of the alleged discrimination.

If you file late, your case may be dismissed even if the discrimination is clear. Agencies strictly enforce these limits.

Some exceptions exist under “equitable tolling,” but they require proof that the delay was caused by factors outside your control (e.g., internal grievance procedures or misleading conduct by the employer).

Late claims are harder to prove and often result in lower or no recovery.

Early action helps preserve the details your case depends on, such as emails, text messages, medical records, and witness memories. It also shows that you are taking the issue seriously, which can strengthen your credibility in settlement talks or court.