What Counts as Disability Discrimination at Work in California?

TL;DR

Disability discrimination can happen when an employer treats a qualified employee unfairly because of a disability. It can include unfair treatment, firing, or refusing a reasonable accommodation when one is required. In this article, we explain what counts as disability discrimination at work, common examples, and what California employees can do if they believe their rights were violated.

A disability should not lead to unfair treatment at work. Under California’s FEHA, employers with five or more employees generally cannot treat a qualified employee or job applicant unfairly because of a physical or mental disability. The law can also protect people with a past disability or a disability their employer believes they have.

California law also requires covered employers to provide reasonable accommodations when needed unless doing so would cause undue hardship. At Blair & Ramirez LLP, we help employees understand their rights when disability issues affect their jobs.

Disability discrimination can show up in different ways at work. An employer may refuse to hire a qualified person because of a disability. It may also deny a promotion, fire an employee, or give them worse working conditions because of their disability. California law covers these types of employment decisions.

Problems can also come up when an employer knows an employee needs a reasonable accommodation but does not take part in the required process. An accommodation may include a change to work hours, job duties, leave, or the employee’s work area. These are possible workplace disability discrimination examples. They do not automatically prove that the law was broken. The reason for the employer’s decision and the facts around it are important. At Blair & Ramirez LLP, we can review what happened and help you understand your rights.

A worker with a disability may need a change at work to do their job. This can include a different schedule, changed duties, medical leave, a different work area, or special equipment. California law generally requires covered employers to provide a reasonable accommodation unless it would cause an undue hardship.

An employer does not have to approve every request. But it must take part in a timely and good-faith discussion when an accommodation is needed. If an employer ignores the request or refuses to discuss possible options, it may raise a legal issue. At Blair & Ramirez LLP, we can review the request and the employer’s response to help you understand your rights. If you are looking for a disability discrimination lawyer Los Angeles employees can speak with, you can contact us through our website.

Some signs of disability discrimination at work can include being treated differently after telling your employer about a disability, being denied a reasonable accommodation without a proper discussion, or facing discipline because of disability-related limits. Other signs may include being passed over for a job opportunity because of assumptions about your ability to work or facing a sudden change in treatment after asking for an accommodation. California law protects qualified employees from discrimination because of a disability.

One event may not tell the full story. Look at what your employer said and what happened before and after the issue. Keep emails, texts, performance reviews, accommodation requests, warnings, and other work records. A simple timeline can also help you keep track of important dates. At Blair & Ramirez LLP, we can review what happened and help you understand whether the facts may point to disability discrimination under California law.

Research can give us a better picture of the problems workers with disabilities may face. It does not decide whether a California employer broke the law. A 2025 U.S. survey of 2,000 employers looked at hiring, keeping, and promoting people with physical disabilities. The study found that concerns about negative attitudes and the cost of accommodations were linked to lower odds of hiring workers with physical disabilities.

Research also shows that disability-related treatment can affect workers themselves. A study of 1,566 wage workers with disabilities in South Korea found that people who reported more disability-related discrimination also had higher odds of reporting stress and depressive symptoms. The study showed a link between the two but did not prove that discrimination was the only cause. Since the research looked at U.S. employers and workers in South Korea, it does not tell us what happens in every California workplace.

Start by saving records about what happened. Keep your accommodation request and the employer’s response. You can also save emails, messages, schedules, performance reviews, warnings, and termination papers. Write down important conversations and their dates while they are still fresh. If your employer gave you a reason for a decision, keep that explanation too.

California’s Civil Rights Department generally gives employees three years to file an employment discrimination complaint. Other claims can have different deadlines, so it is important to check the rules that apply to your situation. At Blair & Ramirez LLP, we can review your records and timeline and help you understand your options.

It is not always easy to know if a workplace problem involves disability discrimination, a denied accommodation, or another issue. At Blair & Ramirez LLP, we represent employees in disability discrimination and other employment cases. We can review what your employer knew, what you asked for, how your employer responded, and what happened after that.

If you are unsure about your rights, you do not have to figure it out on your own. Our Los Angeles disability discrimination practice represents employees facing disability-related problems at work. If you believe you were treated unfairly because of a disability, contact us here.

• Disability discrimination can happen in different ways at work.
• California law protects qualified employees from disability discrimination.
• Employers may need to provide a reasonable accommodation.
• Keep records of accommodation requests and workplace actions.
• Employment claims can have filing deadlines.
• Blair & Ramirez LLP represents employees in disability discrimination cases.