Workplace Accommodations: Employees Have Rights Under California Law

Many employees struggle silently at work because they’re afraid to ask for accommodations.

Others assume accommodations only apply to severe physical disabilities. That’s not true.

Under California law, employees may have the right to reasonable accommodations for a wide range of medical conditions, disabilities, mental health conditions, and other qualifying circumstances.

Depending on the situation, accommodations can include:

• modified schedules

• remote work arrangements

• medical leave

• additional breaks

• reassignment of certain job duties

• ergonomic equipment

• adjusted workplace policies

The key issue is often whether the employer meaningfully engaged in the interactive process required by law.

Unfortunately, some employers immediately become defensive when accommodations are requested. Others ignore requests entirely or subtly begin pushing employees out after the request is made.

I’ve seen situations where employees who were high performers for years suddenly face discipline shortly after requesting accommodations.

Employees should understand:
Requesting an accommodation is not a weakness, and it is not something employees should feel ashamed of.

In many cases, accommodations allow talented employees to continue succeeding in their roles while protecting their health and well-being.

If an employer refuses to engage in the process, retaliates against the employee, or terminates employment after an accommodation request, employees may have legal protections available to them.

As always, documentation is critical.

— Evan Gaines, Employment Attorney