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- Available 24 hours a day, 7 days a week
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Mercer Legal Group represents California employees denied a reasonable accommodation for a disability or medical condition under FEHA and the ADA. Free, confidential case review with a senior attorney.
When an employer ignores a request for a reasonable accommodation or skips the interactive process, a worker with a disability can lose income, health coverage, and a career they built. Our attorneys focus on FEHA’s accommodation duties, the ADA, and the deadlines that decide whether your claim survives.
A reasonable accommodation lawyer can explain what California requires when you ask for a change at work because of a disability, a medical condition, or a pregnancy-related limitation. We represent employees denied schedule changes, leave, reassignment, equipment, or remote work, and those fired for asking.
California’s Fair Employment and Housing Act (FEHA) requires employers with five or more employees to provide a reasonable accommodation for a known disability or medical condition, unless it causes undue hardship. FEHA also requires a timely, good-faith interactive process — a genuine back-and-forth to find a workable accommodation. The federal Americans with Disabilities Act (ADA) sets a floor, but FEHA reaches more employers and defines disability more broadly.
Failing to engage in the interactive process is its own violation under FEHA, separate from the failure to accommodate. Most California claims are filed first with the California Civil Rights Department (CRD); ADA claims go to the EEOC. An attorney can review the facts and explain which path fits your case.
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 failure-to-accommodate claim, available remedies may include:
Every case is different, and no attorney can guarantee a specific outcome.
Our California employment attorneys review the facts, explain your options under FEHA and the ADA, and pursue available remedies when the facts support them. From the first call, you have a senior attorney reading the file — not an intake clerk reading a script. Cases are handled on a contingency-fee basis, with no upfront cost to bring a claim.
Mercer Legal Group focuses on discrimination, harassment, retaliation, and whistleblower claims tied to a protected characteristic or protected activity, plus the employment-agreement matters that surround them. We generally do not handle standalone wage-and-hour disputes, unpaid commission claims, Kaiser Permanente matters, public agency claims, or ordinary workplace disputes with no protected legal issue.
If you’re working through an accommodation dispute for the first time, the procedural questions matter as much as the legal ones. Below are the questions clients ask us most, with the kind of plain-English answers a senior attorney would give you on a first call.
No. FEHA requires a reasonable, effective accommodation, not necessarily your first choice. The employer can offer a different option that still lets you perform the essential functions of your job. What it cannot do is skip the interactive process or reject a reasonable request without trying to find one that works. California employers are held to that same interactive-process duty.
It can be. FEHA requires a timely, good-faith interactive process once you ask for a change tied to a disability or medical condition. Silence or stalling is itself a violation, separate from the denial. California cases often turn on who let the conversation drop and why.
Not for asking. Terminating or pushing out an employee because they requested an accommodation can be both disability discrimination and retaliation under FEHA. The employer has to show a legitimate, documented reason unrelated to the request and the disability, and California juries look closely at terminations that follow soon after an accommodation request.
Often yes. A finite leave of absence to recover or get treatment can be a reasonable accommodation under FEHA when it lets you return to the job, even after FMLA or CFRA leave runs out. Indefinite leave with no expected return date is where an employer has a stronger undue-hardship argument.
For FEHA claims, three years from the violation to file with the California Civil Rights Department (CRD), then one year after the right-to-sue notice. ADA claims have shorter EEOC deadlines, often 300 days in California. Wherever you are in California, FEHA usually gives the longer window and broader coverage.
A disability shouldn’t cost you your job. If your employer denied a reasonable request, skipped the interactive process, or pushed you out for asking, contact Mercer Legal Group for a free, confidential case review with a senior attorney.
