California's FEHA provides broader disability protections than federal law — covering more conditions, requiring employers to engage in a genuine interactive process, and imposing stricter standards on what constitutes an undue hardship.
California law requires employers to engage in a timely, good-faith interactive process when an employee requests an accommodation. Failing to respond, dragging out the process, or refusing to consider alternatives are independent FEHA violations.
AJG Law Group handles disability employment cases on a contingency basis. If we don't win, you pay nothing. FEHA also provides for attorney fee recovery from the employer when we prevail.
Do I Qualify?
Did your employer
fail to accommodate
your disability?
You do not need to have a diagnosed condition with a formal name to qualify. California’s FEHA covers any physical or mental condition that limits a major life activity — including working. Even temporary conditions may qualify if they substantially limit you.
Types of Disability Employment Violations
How employers violate FEHA and ADA disability rights
An employer who refuses to modify job duties, schedules, equipment, or work location to accommodate a known disability — without genuinely exploring alternatives — violates both FEHA and the ADA.
California law requires a good-faith, timely interactive process. An employer who ignores accommodation requests, delays responses indefinitely, or refuses to consider any alternatives violates FEHA independently of the accommodation outcome.
Terminating an employee whose disability could have been reasonably accommodated — rather than engaging in the interactive process — is one of the clearest FEHA violations.
Denying medical leave, failing to provide CFRA or FMLA leave, or treating an employee adversely for taking protected medical leave are independent violations often accompanying disability discrimination claims.
Demoting an employee, reducing their hours, or changing their role in a way that amounts to constructive termination after they request an accommodation or disclose a disability.
Refusing to reinstate an employee to their former position — or an equivalent position — after they return from disability-related leave, in violation of CFRA and FEHA.
Document your accommodation request. If you requested an accommodation verbally, follow up in writing — email or a letter to HR — stating the accommodation you need and the reason. This creates a record of your request and triggers your employer's legal obligation to respond through the interactive process.
California's FEHA has a filing deadline. You generally must file a complaint with the California Civil Rights Department (CRD) within three years of the discriminatory act. If you were terminated or denied an accommodation more than a year ago, contact us immediately to ensure your claim is still timely.
Why AJG Law Group
Why AJG Law Group
for your disability employment claim?
California's FEHA provides some of the strongest employee disability protections in the country. We handle accommodation denial, wrongful termination, and interactive process failure cases statewide on a contingency basis — no fee unless we win.
We handle disability employment cases on contingency — you pay nothing unless we win. FEHA also requires the employer to pay attorney fees when we prevail.
California's FEHA provides broader protections than the ADA. We pursue every available state and federal claim to maximize your recovery.
AJG Law Group serves English- and Spanish-speaking clients across all of California. Hablamos español.
