- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Mercer Legal Group represents Los Angeles and California employees in disability discrimination claims, accommodation denials, and retaliation tied to medical conditions. California protects more than federal law does, and the deadlines run quickly.
Mercer Legal Group reviews employment law claims carefully, explains available options, and pursues appropriate remedies when the facts and law support them. Every case is different, and no attorney can guarantee a specific result.
Where the facts support a disability discrimination claim, available remedies may include:
Every case is different, and no attorney can guarantee a specific outcome.
Our California disability discrimination attorneys read the facts, identify whether the employer engaged in a good-faith interactive process, and pursue available remedies when the facts support them. Cases are handled on a contingency-fee basis. From the first call you talk to a senior attorney.
Disability discrimination cases often turn on what the employer did — or didn’t do — after the employee disclosed. Below are the questions clients ask us most.
California uses a lower threshold than federal law. Under FEHA, a condition counts as a disability if it limits — not “substantially limits” — a major life activity. That covers many chronic and treatable conditions the ADA might not. California employers in Los Angeles and statewide must apply this broader definition, which is one reason Los Angeles disability cases often succeed under FEHA when a parallel ADA claim would not.
Not by itself. Under California’s FEHA, the employer must show the specific hardship in detail and must consider alternative accommodations. A vague “we can’t do that” rarely survives close review. Los Angeles courts examine the interactive-process record carefully — was the conversation real, were alternatives offered, did the employer document its reasoning?
Generally no. Firing an employee while on protected CFRA, FMLA, or PDL leave is illegal in most California circumstances. Even when the firing is unrelated to the leave, California law shifts the burden to the employer to show that. Los Angeles juries often respond strongly when an employer cannot point to documented, pre-leave performance issues.
Often no. CFRA and FMLA generally require the California employer to restore the employee to the same or an equivalent role on return. Changes to pay, schedule, or responsibilities can support a retaliation claim. Many Los Angeles disability cases turn on what changed between the leave start and the return, not on what was said.
Yes. Under California law, once an employee notifies the employer of a condition that may require accommodation, the employer must engage in the interactive process. Skipping that conversation is itself a FEHA violation. Lack of documentation requests from the employer often shows the interactive process never happened.
If you were denied an accommodation, fired after disclosing a condition, demoted on return from leave, or retaliated against for using protected medical rights, contact Mercer Legal Group for a free, confidential case review. Contacting us does not create an attorney-client relationship.
