ADA Attorneys in Los Angeles
We Represent California Workers Denied Disability Accommodations
Denied accommodations, unfair treatment after disclosing a diagnosis, a job that feels increasingly at risk because of a health condition: these are the situations that bring workers to our firm. At Laurel Employment Law, APC, we represent employees facing disability discrimination under both the federal Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA). We focus on workers, not employers.
Whether you’re still employed and trying to protect your position or you’ve already lost your job, we can review what happened and explain your options under federal and California law. California’s FEHA often provides broader protections than the ADA alone, and understanding how both laws apply to your situation is typically the first step toward a clear plan. Free consultations are available.
If you believe your employer is failing to meet its obligations under the ADA or FEHA, call us today at (310) 929-6371 for a free consultation.
Why Workers Choose Laurel Employment Law, APC
Choosing an ADA attorney is about more than legal knowledge. It’s about how your case may be managed and how you’ll be treated along the way. Our founder’s background as a former corporate executive gives our firm a perspective that few employment practices can offer. We understand how companies analyze risk, how HR departments document complaints, and how employers build their defenses. That insight shapes how we approach every disability case from the start.
We use a proprietary case management system to track deadlines, documents, and communications across every matter. Our attorneys and staff explain legal terms in plain language so you understand your choices and what comes next. Bilingual assistance is available for Spanish-speaking workers because every client deserves to describe their experience in the language they’re most comfortable with.
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How Do I Know If My Employer Violated My ADA Rights?
An employer violates the ADA when it refuses to make reasonable accommodations for an employee with a disability or engages in discriminatory practices based on that disability. California’s FEHA adds additional protections, including against discrimination based on a perceived disability or a history of disability.
Examples of ADA and FEHA violations include:
- Refusing to hire someone with a disability.
- Refusing to promote someone with a disability.
- Demoting someone with a disability.
- Firing someone because of their disability.
- Harassing someone because of their disability.
- Allowing a hostile work environment to develop because of someone’s disability.
- Retaliating against someone for requesting accommodations.
If you believe your employer has violated the ADA or FEHA, our ADA attorneys are ready to help you assess your situation and build your case.
What to Do If Your Rights Are Violated
If your employer is ignoring your disability needs or retaliating against you for speaking up, the steps you take now can matter significantly later. You don’t need to confront anyone to protect yourself. Focus on preserving information and making careful decisions about what you sign or say.
Practical steps you can take right away:
- Collect and save emails, text messages, performance reviews, and notes related to your disability, accommodation requests, or discipline.
- Put future accommodation requests in writing and keep copies of what you send to supervisors or HR.
- Write down dates, names, and details of meetings or comments that felt discriminatory or retaliatory.
- Avoid signing severance agreements or releases before speaking to an attorney about what rights you may be giving up.
- Continue following your doctor’s advice and keep records of any work restrictions or medical documentation provided.
Filing Deadlines You Need to Know
Filing deadlines vary depending on which law and agency apply to your situation. Under the ADA, a complaint generally must be filed with the Equal Employment Opportunity Commission (EEOC) within 300 days of the discriminatory act. Under California’s FEHA, a complaint generally must be filed with the California Civil Rights Department (CRD) within three years. Workers can often file with either agency, and under California’s worksharing agreement with the EEOC, filing with the CRD typically cross-files with both agencies simultaneously. After receiving a CRD right-to-sue letter, workers have one year to file in California civil court. After receiving an EEOC right-to-sue letter, workers have 90 days to file a federal lawsuit. Because deadlines vary by statute and agency, consulting a disability act lawyer promptly can help avoid losing important rights.
What Happens When You Contact Us
When you reach out to Laurel Employment Law, APC for a free consultation, we listen to your story, review any documents you have, and explain potential paths forward. We discuss what outcomes may be realistic, whether that means resolving disputes while you’re still employed or pursuing claims after termination. Our goal is to give you clear information so you can decide what feels right for your situation.
How Our ADA Lawyers Help Disabled Workers in Los Angeles
Disabled workers often come to us after months of frustration. They’ve provided doctor’s notes, asked repeatedly for adjustments, or returned from medical leave only to find their hours cut or their performance suddenly questioned. We look at how you’ve been treated and compare it with what the law requires from your employer.
We represent workers facing a wide range of issues: denied accommodations such as schedule changes or modified duties, harassment based on visible or invisible disabilities, and discipline or termination following a disclosed diagnosis. Our loyalty is with you.
Our founder’s background as a former corporate executive gives us insight into how companies analyze risk and manage complaints internally. That perspective helps us anticipate the strategies employers use to minimize or deny responsibility, and it shapes how we gather documents, evaluate timelines, and identify patterns in how an employer responded to accommodation requests.
When you work with us, we take time to understand how your condition affects your daily life and your job duties, then connect those details to the requirements of the ADA, FEHA, and related California statutes.
Ready to talk with an ADA attorney in Los Angeles? Contact us online or call (310) 929-6371 to schedule your consultation.
What Damages Are Available in ADA Compliance Claims?
Workers who prevail in ADA or FEHA claims may be entitled to several forms of relief. What’s recoverable depends on the facts of the case, the employer’s conduct, and which laws apply.
Potential recoverable damages in disability rights cases include:
- Back pay: Compensation for wages lost from the time of the discriminatory act through resolution of the claim.
- Front pay: Compensation for future lost earnings when returning to the position isn’t feasible.
- Compensatory damages: Amounts for emotional distress and other non-economic harm caused by the discrimination.
- Reinstatement: In some cases, the court may order the employer to restore the worker to their former position.
- Punitive damages: Available under FEHA where the employer acted with malice or reckless disregard for the worker’s rights.
- Attorney’s fees and costs: Recoverable in successful claims under both federal and California law.
FEHA places no cap on compensatory or punitive damages. Federal ADA damages are capped by employer size, ranging from $50,000 for smaller employers up to $300,000 for those with more than 500 employees. For many Los Angeles workers, pursuing California state claims under FEHA rather than relying solely on the ADA can result in meaningfully broader potential recovery.
Why Local Representation Matters for ADA Violations
When you’re dealing with disability discrimination or accommodation issues, working with a disability act attorney who understands how local cases move forward matters. Our firm is based in the Los Angeles area, and we represent workers across Los Angeles County and the state of California.
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Read about how our approach to employment law makes a difference in the lives of California workers. To learn more or get started with a consultation, call us at (310) 929-6371 today.
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"Trabajo Excepcional"
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"Gestionado de Manera Excepcional"
Me encantó la calidad y proactividad de la comunicación. Me mantuvieron informada sobre lo que estaba pasando en mi caso y lo que vendría a continuación. Ojalá todos los negocios funcionaran tan bien.- Lori M. -
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What Is the Americans with Disabilities Act?
The ADA is a federal law that protects individuals with disabilities from workplace discrimination. It applies to employers with 15 or more employees and covers the full employment relationship, including recruiting, hiring, training, job assignments, promotions, and benefits. California’s FEHA goes further, covering employers with five or more employees and applying a less restrictive standard for evaluating disability.
The ADA requires employers to make reasonable accommodations for individuals with disabilities. These can include making facilities accessible, modifying work schedules, acquiring or modifying equipment, providing qualified readers or interpreters, allowing remote work, or reassigning an employee to a comparable open position.
The ADA doesn’t maintain an exhaustive list of covered conditions. Coverage depends on whether a physical or mental impairment substantially limits one or more major life activities.
Examples of disabilities covered by the ADA include:
- Blindness or visual impairment
- Deafness or hearing impairment
- Cancer
- Diabetes
- Epilepsy
- Intellectual disabilities
- Partial or completely missing limbs
- Post-traumatic stress disorder (PTSD)
- Major depression
- Bipolar disorder
- Severe anxiety disorders
- Obsessive-compulsive disorder (OCD)
- Schizophrenia
- A variety of learning disabilities
How California’s FEHA Expands Your Rights Beyond the ADA
Several laws protect Los Angeles workers with disabilities, including the ADA, FEHA, the Family and Medical Leave Act (FMLA), and the California Family Rights Act (CFRA). FEHA frequently provides stronger protections than the federal ADA: it covers more employers, uses a less restrictive standard for evaluating disability, and explicitly protects workers based on a perceived disability, meaning you can have a claim even if no actual impairment exists.
One of FEHA’s most significant requirements is the good-faith interactive process. This is the structured conversation an employer must have with an employee to identify what accommodations are necessary. Under FEHA, failing to engage in that process in good faith is itself a violation of the law, regardless of whether a reasonable accommodation was ultimately available.
The interactive process requires the employer to:
Our FAQ
Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 310-929-6371 today!
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Can you help if I have already lost my job because of my disability?
We frequently speak with workers who have already been terminated or pressured to resign after disclosing a disability or asking for accommodations. In many situations, we can still evaluate wrongful termination and disability discrimination claims. Timing remains important, so it is wise to contact us as soon as you can.
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Will my employer find out that I spoke with a lawyer?
Simply contacting us for information is confidential. We do not notify your employer that you reached out. If you decide to take formal steps, such as filing a charge or lawsuit, we will talk with you first about how and when your employer may learn about that and what that could mean.
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How do I know if my treatment is illegal disability discrimination?
Disability discrimination usually involves being treated worse at work because of a disability or medical condition, or being denied reasonable accommodations without a fair process. We review the timeline, documents, and employer responses with you. After that, we can explain whether the facts suggest violations of federal or California law.