Employment Law
ADA
ADA Accommodations & Disability Rights
Workplace disability rights matter—for dignity, for access, and for compliance. Under the Americans with Disabilities Act (ADA) and the Florida Civil Rights Act (FCRA), qualified individuals with disabilities are entitled to equal opportunities and reasonable accommodations in the workplace.
We represent both employees seeking accommodations and employers working to understand and comply with the law. Whether you’re navigating the process or already facing a dispute, we can help.
What Does the ADA Require?
The ADA prohibits employers with 15 or more employees from discriminating against qualified individuals with disabilities. This includes:
- Hiring and firing decisions
- Job assignments, promotions, or training opportunities
- Compensation and benefits
- Harassment and workplace treatment
- Failure to provide reasonable accommodations
Employers must engage in an interactive process to explore accommodations that allow an employee to perform essential job duties—without imposing undue hardship on the business.
What Counts as a Disability?
A disability is defined as a physical or mental impairment that substantially limits one or more major life activities. This can include:
- Chronic illnesses (e.g., cancer, diabetes, epilepsy)
- Mental health conditions (e.g., depression, PTSD, anxiety)
- Physical conditions (e.g., mobility limitations, vision or hearing loss)
- Temporary impairments (e.g., post-surgical recovery, long COVID)
- Pregnancy-related conditions (in some cases)
The ADA protects not just those with actual disabilities, but also individuals regarded as disabled or with a record of disability.
Reasonable Accommodations: What Employees Can Request
Accommodations depend on the job, the disability, and the employer’s capacity. Examples may include:
- Modified work schedules or duties
- Leave for treatment or recovery
- Remote or hybrid work arrangements
- Assistive technology or equipment
- Accessible facilities
- Adjusted training or communication methods
We help employees request accommodations properly—and take action when those requests are ignored or denied.
For Employees
If you’ve been denied an accommodation, disciplined for your condition, or treated unfairly due to a disability, you may have a legal claim. We help you:
- Understand your rights under the ADA and FCRA
- Document your condition and accommodation request
- Engage in the interactive process
- File complaints with the EEOC or FCHR
- Pursue resolution through negotiation, mediation, or litigation
You deserve the chance to work without discrimination or unnecessary obstacles. We’re here to protect that right.
For Employers
ADA compliance is not just a legal obligation—it’s good business. We help Florida employers:
- Respond to accommodation requests appropriately
- Engage in the interactive process
- Update job descriptions and essential functions
- Train HR and managers on disability law compliance
- Defend against EEOC/FCHR claims or ADA-related lawsuits
- Balance ADA with other laws (e.g., FMLA, workers’ comp)
Proper guidance reduces legal risk and helps create an inclusive, productive workplace.
Florida Civil Rights Act (FCRA)
Florida law under the FCRA offers similar protections to the ADA—but with state-level enforcement and procedures. We help clients navigate the interplay between state and federal laws to ensure full coverage and strategic resolution.
Need help with a disability accommodation or workplace discrimination issue?
Whether you’re an employee or an employer, we’re here to help. Contact us today to schedule a consultation and get clear, confident guidance.
FAQ
Do I have to disclose my medical condition to get accommodations?
Only enough information to show that you have a qualifying disability and need an accommodation. Medical privacy is still protected. We can help with how to request accommodations properly.
Can I be fired for having a disability?
No—not if you can perform the essential functions of your job with or without reasonable accommodations. If you’ve been terminated, we’ll investigate whether your rights were violated.
What if an accommodation creates a burden for the business?
Employers can deny accommodations that would cause an undue hardship, but they must explore all reasonable alternatives first. We help employers assess this fairly and document the process.
How does the ADA interact with FMLA or workers’ comp?
These laws can overlap. For example, after FMLA leave, an employee may be entitled to further accommodations under the ADA. We help both sides manage these intersections lawfully.
How do I prove disability discrimination?
Through evidence of denied accommodations, inconsistent discipline, termination after disclosure, or harassment tied to your condition. We help employees build strong, fact-driven cases.