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Los Angeles Disability Discrimination Lawyers

Los Angeles has some of the strongest disability discrimination laws in the nation, protecting employees from unfair treatment and ensuring equal opportunity, reasonable accommodations, and freedom from retaliation in the workplace. Experienced disability discrimination lawyers help employees understand their rights and take action when those rights are violated.
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Los Angeles Workplace Discrimination > Los Angeles Disability Discrimination

Los Angeles Disability Discrimination Comes in Many Forms

Los Angeles Workplace Disability Discrimination Lawyers Los Angeles disability discrimination lawyers at Matern Law Group represent employees who have been treated unfairly at work due to a physical or mental disability. You have the right to equal treatment, reasonable accommodations, and protection from retaliation under California law.

Disability discrimination can occur at any stage of employment, from hiring and job assignments to promotions, medical leave, or termination. Even subtle actions, such as refusing accommodations or making assumptions about your ability to perform a job, may violate the law.

Examples of Disability Discrimination We Handle

Disability discrimination can include being denied a reasonable accommodation for a back injury, chronic illness, or mental health condition; being passed over for a promotion because of a medical leave history; being terminated shortly after returning from disability leave; or being subjected to demeaning comments about a visible or invisible disability. If any of this sounds familiar, you may be entitled to pursue a claim under California’s FEHA.

In Los Angeles, employees with disabilities have robust legal safeguards against discrimination in the workplace. These protections come from both federal and state laws, ensuring a comprehensive shield for qualified individuals. This guide explores the key elements of disability rights for employees in California.

The Americans with Disabilities Act (ADA) is the primary federal law prohibiting disability discrimination in employment. It covers employers with 15 or more employees and defines a disability as a physical or mental impairment that substantially limits one or more major life activities. California’s counterpart is the Fair Employment and Housing Act (FEHA).

When employers ignore their legal obligations, Los Angeles disability discrimination lawyers can step in to help protect your job, income, and legal rights.

Contact Matern Law Group by calling 310-987-4226 or submitting the form below to request a free case evaluation.

If you believe your employer has violated your rights, you do not have to navigate this process alone. Our team helps you understand your legal options and determine the most effective path forward based on your specific situation.

Key rights and protections under California’s FEHA:

  • Protection Against Discrimination: Employers cannot discriminate in hiring, firing, promotion, training, pay, or job assignments.
  • Reasonable Accommodation: Employers must engage in an interactive process to explore reasonable accommodations, and must provide employees reasonable accommodations for disabilities, unless doing so creates undue hardship to the business.
  • Medical Inquiries: Employers are limited in when and how they may ask about medical conditions.
  • Harassment: Disability-based harassment that creates a hostile work environment is illegal.
  • Retaliation: You are protected from retaliation for asserting your rights or requesting accommodations.

If your employer fails to engage in good-faith discussions about accommodations or penalizes you for requesting them, that may form the basis of a legal claim.

Reasonable Accommodation & Interactive Process

California employers with 5 or more employees must engage in a timely, good-faith interactive process with an employee who requests an accommodation for a disability, and must provide a reasonable accommodation, such as modified duties, equipment, or a schedule change, unless doing so would cause undue hardship to the business. Employees who are denied this process, or whose employer delays or refuses without a legitimate hardship justification, could qualify for a disability discrimination claim.

Legal Remedies for Los Angeles Disability Discrimination

When Los Angeles employees with disabilities face discrimination, legal remedies may be available through the California Civil Rights Department (formerly the Department of Fair Employment and Housing). Filing a complaint initiates an investigation, which may include mediation or enforcement action.

Potential remedies may include reinstatement, back pay, compensation for emotional distress, policy changes, and attorney-guided resolution. Because California imposes a shorter statute of limitations for disability discrimination claims than the federal Equal Employment Opportunity Commission process under the ADA, taking action early is critical.

Consulting with an experienced employment attorney can help ensure your claim is properly evaluated, supported by evidence, and filed on time.

Frequently Asked Disability Discrimination Questions

What Is Considered a Disability Under California's FEHA?
California's Fair Employment and Housing Act (FEHA) defines disability more broadly than the federal Americans with Disabilities Act (ADA). FEHA protects employees and job applicants with qualifying physical disabilities, mental disabilities, and medical conditions. A disability may include a condition that limits a major life activity, such as:
  • Working.
  • Walking or other physical activities.
  • Seeing, hearing, or communicating.
  • Learning or concentrating.
  • Performing other major life activities.
California protections may also apply to certain conditions that are episodic or in remission. Whether a particular condition qualifies as a disability depends on the circumstances.
Is My Employer Required to Provide a Reasonable Accommodation?
California employers covered by FEHA generally must provide reasonable accommodations to qualified employees and applicants with disabilities unless doing so would create an undue hardship. Employers also have a duty to engage in a timely, good-faith interactive process to determine whether an effective reasonable accommodation is available. Depending on the employee's needs and job duties, accommodations may include:
  • Modified work schedules.
  • Changes to certain job duties.
  • Accessible equipment or workplace modifications.
  • Medical leave.
  • Reassignment to an available position when appropriate.
  • Other reasonable changes that enable an employee to perform the essential functions of the job.
FEHA's employment discrimination provisions generally apply to employers with five or more employees.
Can I Be Fired for Taking Medical Leave Related to My Disability?
An employer generally cannot lawfully terminate an employee because the employee exercised protected rights related to a disability. Depending on the circumstances, medical leave may qualify as a reasonable accommodation or may be protected under other state or federal leave laws. Potentially unlawful conduct may include:
  • Firing an employee for requesting a reasonable accommodation.
  • Terminating an employee for taking legally protected medical leave.
  • Refusing to consider medical leave as a reasonable accommodation when appropriate.
  • Retaliating against an employee for exercising protected disability rights.
If you were terminated after requesting an accommodation or taking protected medical leave, the circumstances may support a disability discrimination, retaliation, failure-to-accommodate, or wrongful termination claim.
What If My Employer Says My Accommodation Would Cause an Undue Hardship?
An employer does not necessarily have to provide a particular accommodation if it can establish that the accommodation would create an undue hardship. However, simply stating that an accommodation is inconvenient or expensive does not automatically establish undue hardship. Factors that may be considered can include:
  • The nature and cost of the requested accommodation.
  • The employer's overall financial resources.
  • The size and structure of the employer's business.
  • The effect of the accommodation on business operations.
  • Whether another effective reasonable accommodation is available.
Even when one requested accommodation presents an undue hardship, the employer may still have an obligation to participate in the interactive process and consider other reasonable accommodations. An employment attorney can evaluate whether an employer's undue hardship claim is supported by the circumstances.

See What Our Recent Clients Have To Say

7/15/26
"Absolutely amazing!"
️️️️️
Made things so easy for me to understand and guided me step by step. Especially Karim.

Jennifer A.

6/25/26
"Pleasure to speaking to you Karim."
️️️️️
Thank you for helping me out and hearing what I am going through. I thank you for the support you have for me an my family. God bless you.

Carlos C.

5/15/26
"Great people!!"
️️️️️
Listened to everything I had to say and gave me assured information that they will see what we can do and plan. Definitely recommend them to others.

Janice Barragan

4/26/26
"Matern Law Group was very attentive to the questions and concerns I raised."
️️️️️
They took the time to listen carefully and patiently explain the legal issues in a clear and professional way. Especially Karim — he was responsive, kind, and thorough throughout the process. I…

Amber Kuo

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Our Approach

Our practices are guided by integrity. We’ll protect what you deserve.

We work tirelessly and fight tenaciously to hold Los Angeles employers who violate anti-discrimination laws accountable.

As a Los Angeles law firm focused on employment and discrimination matters, Matern Law Group brings strategic insight and a client-centered approach to every case.

Did You Know?

FEHA Protections
California’s FEHA provides broader disability definitions and applies to more employers than federal law.
Reasonable Accommodation
Employers must explore accommodations before denying employment or taking adverse action.
Unlawful Excuses
Fear of future injury or insurance costs is not a valid reason to discriminate.

Is It Illegal, or Just Unfair?

Legal cases can be lengthy, complicated, and confusing—but you don’t have to take on the system by yourself. If you believe your rights have been violated, our Los Angeles disability discrimination lawyers can help you determine the right course of action.

Complete the form below or call: 310-987-4226 for a FREE consultation today.

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