Even if your underlying accommodation request was borderline, your employer's retaliatory response — termination, demotion, or harassment — is an independent FEHA and ADA violation with its own damages and remedies.
Requesting an accommodation, taking CFRA or FMLA leave, filing a DFEH complaint, reporting disability discrimination to HR, or even discussing disability rights with a coworker are all protected activities under FEHA.
AJG Law Group handles disability retaliation cases on contingency. If we don't win, you pay nothing. FEHA also requires the employer to pay attorney fees when we prevail.
Do I Qualify?
Did your employer
punish you for exercising
your disability rights?
Retaliation rarely comes with a label. It can look like a sudden performance review after you requested leave, a schedule change after you filed an HR complaint, or a termination weeks after you disclosed a medical condition. Timing is often the key evidence.
Forms of Disability Retaliation
How employers retaliate against employees with disabilities
Being fired days, weeks, or months after requesting a disability accommodation or medical leave — with a pretextual justification like 'performance' or 'restructuring.'
Being demoted, transferred to a less desirable role, or having job duties stripped upon return from disability-related leave — instead of being reinstated to your former position as required by law.
Receiving a negative performance review or PIP (Performance Improvement Plan) shortly after requesting an accommodation or disclosing a medical condition — with no prior history of performance issues.
Being subjected to increased scrutiny, social exclusion, harassment, or a hostile atmosphere after requesting an accommodation or filing an HR or DFEH complaint about disability discrimination.
Having your schedule changed, hours reduced, or preferred shifts eliminated shortly after requesting an accommodation that involved a schedule modification.
Any adverse action after filing a complaint with the California Civil Rights Department (CRD), EEOC, or participating in an investigation of disability discrimination.
Write down what happened and when — before memories fade. Create a timeline: when you requested an accommodation, when you disclosed your condition, when you took leave, and when each adverse action occurred. Dates are critical to proving the causal connection between your protected activity and your employer's retaliation.
Save everything. Emails, text messages, performance reviews, disciplinary notices, and HR communications should be saved to a personal device or personal email immediately — before you lose access. Courts have recognized that retaliation can be proven primarily through documentation of timing.
Why AJG Law Group
Why AJG Law Group
for your retaliation claim?
Disability retaliation cases under California's FEHA are among the strongest employee claims available — particularly when timing evidence is clear. We handle these cases on contingency, statewide, with no fee unless we win.
You pay nothing unless we win. FEHA also requires your employer to pay attorney fees when we prevail — making retaliation cases viable regardless of your financial situation.
We know how to build retaliation cases from timing evidence, sudden performance reviews, and pretextual justifications — the most common patterns in FEHA retaliation cases.
AJG Law Group serves English- and Spanish-speaking clients across all of California. Hablamos español.
