Disability Discrimination Lawyer in Los Angeles

Facing Disability Discrimination At Work

If you are living with a health condition and your job has become hostile, uncertain, or unsafe because of it, you are not alone. Many workers in the Los Angeles area are denied a basic understanding when they ask for help, and some are punished after they disclose a disability or request time for treatment. When your income, benefits, and health are all on the line, it can feel overwhelming and unfair.

California and federal laws give strong protections to workers with physical and mental conditions, yet employers still ignore these rules or try to work around them. You may be wondering whether what you are going through is actually illegal or just something you have to put up with. You may worry that if you say anything, your employer will cut your hours, move you to a worse position, or push you out.

At Laurel Employment Law, we represent workers, not employers. Our employment law firm is based in Van Nuys, and we help people across Los Angeles and the San Fernando Valley who are dealing with discrimination, harassment, and other workplace misconduct. We offer free consultations and work on a contingency fee basis, so you can speak with one of our attorneys about what happened without paying anything upfront.

Rely on the expertise of a skilled disability discrimination attorney. Contact us or call (310) 929-6371 now to arrange your consultation without delay.

Why Workers Choose Our Disability Discrimination Lawyers

When you are deciding who to trust with something as important as your livelihood, you need more than general promises. Workers come to us because we focus our practice on representing employees in disputes with their employers. We take a clear stand against workplace misconduct, and we do not represent companies that harm their workers. This alignment matters when you already feel that your employer has all the power.

Our attorneys are known for an aggressive and strategic approach to holding employers accountable in discrimination,  harassment, wrongful termination, and wage cases. In disability matters, that can mean pushing back when companies deny reasonable accommodations, blame performance issues on a medical condition, or use policy excuses to get rid of a worker who needs flexibility. We strive to move quickly, think several steps ahead, and adapt our strategy as your case develops.

Client experience is central to how we work. We understand that dealing with a legal case while managing a disability or serious health condition can be exhausting. This is why we put a strong emphasis on clear communication and simplified processes.

Here is how our approach benefits you:

• We use a proprietary case management system to keep information organized, track deadlines, and make it easier for our team to keep you updated.
• We draw on our founder’s experience as a former corporate executive to understand how companies evaluate risk, handle internal complaints, and respond to legal claims.
• We provide bilingual assistance for Spanish-speaking clients, so you can explain your situation and ask questions in the language that feels most comfortable.
• We focus solely on representing workers, which helps us stay aligned with your interests and values.

Our goal is to provide dignified, respectful treatment to every worker who places their trust in us, while we work to hold employers accountable for misconduct.

What Disability Discrimination Looks Like In California Workplaces

One of the hardest parts of these situations is knowing whether an employer’s behavior crosses the legal line. California law protects many workers with physical and mental conditions that limit major life activities. These protections apply in a wide range of workplaces across the Los Angeles area, including offices, hospitals, schools, warehouses, and service or entertainment jobs.

A disability does not have to be visible to be protected. Conditions such as depression, anxiety, autoimmune disorders, chronic pain, diabetes, or other long-term health issues can fall under these laws. What matters is how the condition affects your daily life and your ability to perform your job duties, and whether your employer responds lawfully when you ask for support, or they become aware of your situation.

Disability discrimination can show up in many forms. These are some patterns workers often describe when they reach out to us:

• Supervisors refusing to consider schedule changes or minor job duty adjustments that would allow the worker to keep performing their role.
• Negative comments, jokes, or pressure about a person’s medical condition, use of medication, mobility aids, or mental health treatment.
• Unfair discipline or write-ups that start soon after the worker discloses a disability or submits medical documentation.
• Denial of leave or punishment for taking time that should be protected for treatment, flare-ups, or recovery after surgery.
• Moving someone to a less favorable role, cutting hours, or terminating employment shortly after an accommodation request.

Employers in California generally must consider reasonable accommodations that would allow a qualified worker with a disability to perform the essential functions of the job, as long as those accommodations do not create an undue hardship for the business. They also must engage in a timely, good-faith interactive process when a worker raises a need related to a disability. When companies ignore these obligations or retaliate, they may be violating the law. Our role is to look carefully at the facts of what happened to you and help you understand whether your situation falls within these legal protections.

How A Local Employment Law Firm Helps With Disability Claims

Once you suspect disability discrimination, the next question is often what to do about it and how a firm like ours can help. In many cases, there are several possible paths, and the correct approach depends on the timeline, the documents involved, and what you want moving forward. Some matters start with internal complaints through human resources, while others proceed to administrative agencies before any lawsuit is considered.

Understanding The Process

Many employment discrimination matters in California involve contact with the Civil Rights Department or the Equal Employment Opportunity Commission. Which agency is involved, and in what order, usually depends on the specific facts, the size of the employer, and the laws that apply. Some workers seek help at the administrative stage only, while others authorize counsel to request a right to sue notice and file a case in court if that becomes appropriate. Not every situation follows the same path, which is why it is important to evaluate your particular circumstances.

Why Local Knowledge Matters

As an employment law firm based in Van Nuys, we are familiar with how disability and discrimination issues tend to arise in workplaces in this region. We see how local employers often handle accommodation requests and how administrative agencies approach investigations and right-to-sue notices. This knowledge helps us evaluate options with you and plan the next steps, whether your goal is to try to fix the situation at work, negotiate a separation, or pursue a claim for damages.

Our attorneys work to gather and organize the evidence that can support your story. This can include emails, policy documents, performance reviews, internal complaints, accommodation requests, and medical information that you choose to share. We then use our proprietary case management system to track deadlines, communications, and tasks, which helps keep your matter moving and reduces the risk of missed opportunities.

Having a disability discrimination lawyer in  Los Angeles who workers can easily access also makes communication more practical. We can meet by phone, video, or in person when appropriate, and we take care to explain each stage of the process in clear, everyday language. Throughout, we remain focused on your goals, not just on the legal theory of the case.

What To Do If Your Employer Discriminates Because Of A Disability

Even if you are not ready to contact an attorney yet, there are steps you can take now that may help protect your rights. These actions can support both your health and any future legal options. They can also give you a clearer picture of what is happening at work, which is valuable when you are feeling pressured or overwhelmed.

Consider taking these steps if you feel targeted because of a disability:

• Write down key events, including dates, times, who was involved, and what was said or done, while the details are still fresh.
• Save relevant emails, text messages, performance reviews, schedules, and any written accommodation requests or HR complaints.
• When it is safe to do so, make requests for accommodations or report discrimination in writing, for example, through email, so there is a record.
• Continue following your medical provider’s advice and keep records of visits and recommendations that relate to your work capacity.
• Avoid signing severance agreements, settlement offers, or new policies related to your situation before you have had a chance to speak with a lawyer about what they mean.

Deadlines for filing discrimination claims with agencies can arrive faster than many workers expect. The time limits can depend on the specific facts, the laws involved, and where your employer is based. Speaking with a disability discrimination attorney early can help you understand which dates are most important in your situation. We invite you to reach out to our team for a free consultation so we can review what has happened and talk about possible next steps before critical deadlines pass.

Our Worker First Approach To Disability Discrimination Cases

When you contact our firm, our goal is to make the process as straightforward as possible. During your free initial consultation, we listen carefully to what you have experienced, ask follow-up questions, and explain how the law may apply. We aim to give you clear information so you can decide what feels right for you, whether that is moving forward with a case, trying another approach with your employer, or simply understanding your rights.

If we both agree to move forward, we work on a contingency fee basis. This means you do not pay fees upfront, and you only pay if we help you achieve a successful outcome. We believe this structure makes legal help more accessible for workers who may already be facing reduced hours, job loss, or medical expenses. We will walk you through how the fee arrangement works and answer questions before you sign anything.

Throughout the life of a case, communication is a priority. Our attorneys and staff strive to return calls, respond to emails, and provide updates in a timely way. We use our case management system to track contacts and tasks, which supports better follow-through.

We work to make our services accessible to all clients:

• We understand that some clients have mobility issues, chronic pain, or mental health conditions that make frequent travel or phone calls difficult, and we adjust communication methods when possible.
• We offer bilingual assistance for workers who prefer to speak Spanish, so you can describe what has happened in your own words and ask detailed questions.
• We are committed to treating every client with dignity and respect while we stand up to workplace misconduct on their behalf.

Connect with an experienced disability discrimination attorney in Los Angeles without delay. Submit an online form to get started.

Frequently Asked Questions

How do I know if my situation is disability discrimination?

Disability discrimination usually involves an employer treating you unfairly because of a physical or mental condition or because you asked for help related to that condition. Signs can include repeated refusal to consider reasonable adjustments to your job, sudden negative write-ups after you disclose a disability, or losing your job shortly after you submit medical paperwork. Harassment, jokes, or comments about your condition that create a hostile environment can also be part of discrimination. The laws focus on how your condition affects your life and work, what you requested, and how your employer responded. During a consultation, we review the timeline and documents with you to help determine whether your experience likely falls under disability protections.

Can my employer fire me for asking for a reasonable accommodation?

Employers are generally not allowed to fire or punish you just because you requested a reasonable accommodation connected to a disability. Both California law and federal law prohibit retaliation for exercising your rights, which can include requesting schedule changes, equipment, job duty adjustments, or other support that helps you perform your job. In reality, some employers still take negative actions after workers ask for accommodations, then point to other reasons, such as performance or restructuring. When that happens, the key question is whether the stated reasons are genuine or a pretext for discrimination. We can review the circumstances and timing with you and give guidance on whether what happened looks like unlawful retaliation.

What should I do before I talk to your team about my case?

You do not have to have everything organized before you contact us, but a few steps can make the conversation more productive. It helps to write down a brief timeline of important events at work, including when you disclosed your condition or requested accommodations and any major changes that followed. Collect any documents that seem related to your situation, such as emails with supervisors or human resources, performance reviews, policy manuals, or letters about leave or termination. If you have medical notes that you are comfortable sharing, you can have those available as well. During the consultation, we will walk through what you have, explain what else might be helpful, and talk about next steps. You can still call us even if you have not gathered all of this.

How much does it cost to hire your firm for a disability discrimination case?

We offer free consultations and work on a contingency fee basis for disability discrimination matters. This means you do not pay us upfront to review your situation or to start a case. Our fee is collected only if we help you achieve a successful outcome, which we will explain in detail before you sign a representation agreement. There may be case-related costs, such as filing fees or expert expenses, and we will discuss how those are handled in your specific matter. Our goal is to be transparent about costs so you can decide whether to move forward without worrying about surprise fees.

How long does a disability discrimination case usually take?

The time frame for a disability discrimination case can vary widely. Factors that often affect timing include whether the matter is resolved informally, through an administrative agency, or in court, how complex the facts are, and how your employer responds. Some claims end during the administrative stage after an investigation and negotiations, while others move into litigation, which can take many months or longer, depending on the court’s schedule and the number of disputes that arise. During your consultation, we can give a general sense of what similar cases may involve and what steps come first. Throughout the process, we work to move your matter forward efficiently and keep you updated on significant developments.

Do you handle cases for workers throughout the Los Angeles area and the San Fernando Valley?

Yes, our employment law firm is based in Van Nuys, and we represent workers across the Los Angeles area and the San Fernando Valley. Many of our clients live or work in different parts of this region, including central business districts, surrounding neighborhoods, and nearby communities. We can often handle consultations and ongoing communication by phone or video if visiting our office is difficult for you. When in-person meetings are helpful, we work with you to choose times that fit your health and schedule. If you are unsure whether we serve your location, you can contact us, and our team will let you know.

What if my disability is a mental health condition or not visible?

A disability does not need to be obvious for you to have legal protections. Many workers we speak with live with conditions such as depression, anxiety, post traumatic stress, or chronic illnesses that do not show on the surface. Disability laws can cover these types of conditions if they limit major life activities and impact your ability to work without support. Employers sometimes dismiss or minimize these conditions, which can be especially harmful and isolating. During a consultation, we can talk about how your condition affects your work, what you have shared with your employer, and what responses you have received, then discuss whether your situation may qualify as disability discrimination.

Our qualified disability discrimination lawyer is here to assist you. Call (310) 929-6371 to schedule your initial consultation without delay.