General legal information for California workers — read it, then tell us what happened.
A California employer may have to provide a reasonable accommodation that enables a qualified applicant or employee with a disability to perform essential job duties, unless it would create undue hardship. The employer should engage in a timely, good-faith interactive process rather than ignore the request or demand special legal words.
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Record the essential job functions, the limitation relevant to them, the requested adjustment and when the employer learned of the need. Add each follow-up, proposed alternative and response. A denial and a failure to engage in the interactive process can raise distinct questions.
Keep medical records private and provide relevant support through the firm's agreed channel. Exhaustion of one leave benefit does not automatically settle separate accommodation obligations. A defined assessment can examine the job, available alternatives and the employer's explanation.
Understand the Employee Rights Assessment and meet the partner attorneys.
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It is a change that can enable a qualified person with a disability to apply, perform essential job functions, or access employment benefits. Examples can include schedule changes, equipment, modified policies, reassignment, remote work, job restructuring, or leave, depending on the job and hardship.
A written request is not always legally required, and no special phrase is necessary. Written communication is still useful because it records the requested change, the connection to a medical limitation, and when the employer received notice.
It is a timely, good-faith exchange in which the worker and employer identify the limitations, essential duties, and possible effective accommodations. An employer does not always have to provide the worker's first choice, but should genuinely explore effective alternatives.
A finite period of medical leave can sometimes be a reasonable accommodation even when CFRA or FMLA does not apply or has been exhausted. Indefinite leave and undue hardship raise different issues, so expected duration and medical information matter.
An employer may not retaliate because a worker requested a reasonable accommodation. It may take action for a legitimate reason or when no reasonable accommodation permits essential duties, but the interactive process, timing, and stated reason should be examined.
Consider speaking with an attorney when the facts involve money owed, job loss, harassment, discrimination, retaliation, leave denial, or a deadline. This site provides general information and intake support, not legal advice.
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