What counts as a disability under California law?

California’s Fair Employment and Housing Act (FEHA) has one of the broadest definitions of disability in the country, broader than the federal ADA. A disability under FEHA is any physical or mental condition that limits a major life activity, even slightly. FEHA also protects employees who are perceived as disabled or who have a record of a disability. If a condition impacts your ability to work, sleep, concentrate, lift, walk, or perform other daily functions, it likely qualifies.

Can I be fired for requesting an accommodation?

No. It is illegal for an employer to fire, demote, discipline, or otherwise punish an employee for requesting job accommodations, submitting medical documentation, asking HR for assistance, needing disability-related leave, or participating in the interactive process. Negative changes after an accommodation request may constitute unlawful retaliation.

Do I need a doctor’s note to request an accommodation?

Not always, but a doctor’s note can make the accommodation process smoother. A basic note may establish that a medical condition exists, the limitations it creates, and the accommodations needed. Employers cannot demand a detailed diagnosis, full medical records, invasive or irrelevant information, constant recertification, or delay the process by requesting excessive documentation. The law requires only enough information for the employer to understand what accommodation is needed.

What if my employer ignored my accommodation request?

Ignoring an accommodation request can itself violate FEHA and, in many cases, the ADA. Employers are required to respond promptly, engage in the interactive process, explore reasonable accommodations, and provide a good-faith explanation if an accommodation cannot be provided. Silence or inaction after a request is a strong indicator of a potential legal violation.

How long do I have to file a disability discrimination claim?

Most disability discrimination and accommodation claims fall under FEHA, which generally allows three years from the date of the discriminatory act to file a complaint with California’s Civil Rights Department. Because disability cases often involve overlapping laws such as the ADA, FEHA, FMLA, CFRA, and PDL, speaking with an attorney as soon as possible can help ensure all deadlines are met.

Disability Discrimination

California Disability Discrimination Attorneys

No employee should be treated unfairly because of a disability, medical condition, or medical leave. California law provides some of the strongest disability protections in the nation, and when employers violate those rights, they can be held accountable.

Whether your employer denied reasonable accommodations, refused to engage in the interactive process, harassed you because of your disability, or terminated you after returning from medical leave, we’re here to help. You have rights. Your employer has obligations. And we’re committed to protecting both.

At Ranen Khademi PC, we represent employees throughout California in disability discrimination cases under both FEHA and the Americans with Disabilities Act (ADA). As former defense attorneys, we understand how employers analyze, defend, and attempt to justify their actions, and we know exactly how to expose those violations and fight for justice.

What Counts as Disability Discrimination in California?

California’s Fair Employment and Housing Act (FEHA) provides broader protections than federal law. FEHA protects employees with physical disabilities, mental disabilities, medical conditions, chronic illnesses, genetic conditions, cancer or history of cancer, or perceived disabilities

Disability discrimination occurs when an employer treats an employee unfairly because of a disability or fails to provide legally required accommodations.

Common examples include:

Failure to Accommodate: Employers must provide reasonable accommodations that allow employees to perform their essential job duties.

Examples include:

Modified duties or equipment
Remote or hybrid work
Flexible scheduling
Additional breaks
Temporary reassignment
Medical leave

Failing to consider or implement accommodations is illegal under FEHA and the ADA.

Failure to Engage in the Interactive Process: Employers must engage in a timely, good-faith discussion about your accommodation needs.

Violations include:

Ignoring the doctor’s notes
Refusing to discuss accommodations
Delaying the process unnecessarily
Demanding unnecessary medical information

Disability Harassment: Harassment occurs when a disability becomes the target of:

Jokes, ridicule, or slurs
Hostility or intimidation
Differential treatment
Retaliatory behavior

You do not have to tolerate a hostile work environment.

Wrongful Termination Due to Disability: Examples of illegal termination include:

Firing you after disclosing a disability
Terminating you after medical leave
Using attendance policies to punish disability-related absences
Terminating instead of offering accommodations

Retaliation After Requesting Accommodations: It is illegal for employers to retaliate against workers who:

Request accommodations
Provide medical documentation
Report disability discrimination
Take protected medical leave

Retaliation can include pay cuts, demotion, discipline, or termination.

Medical Condition & Cancer Discrimination: FEHA separately protects:

Cancer
Genetic conditions
Chronic medical conditions
History of a serious medical condition

Employers cannot discriminate against you because of your medical history.

Perceived Disability Discrimination: You are protected even if your employer only believes you have a disability or assumes you are unable to work.

Understand Your Rights in California: Disability Discrimination Laws

California disability laws are broader and more protective than federal law, and employees often don’t realize just how many rights they have.

California FEHA Protections: FEHA prohibits discrimination based on physical disabilities, mental disabilities, medical conditions. It also requires employers to provide reasonable accommodations, engage in the interactive process, prevent disability harassment, and prohibit retaliation.

Americans with Disabilities Act (ADA): The ADA is a federal law that protects employees from disability discrimination. Under the ADA, employers must offer reasonable accommodations, avoid discriminatory discipline or termination, and prevent retaliation.

Common Reasonable Accommodations: Examples of accommodations you may request include modified job duties, remote or hybrid work, time off for medical treatment, schedule changes, assistive devices, additional breaks, or ergonomic or accessible equipment.

Your employer must consider accommodations before taking negative action.

Examples of Illegal Employer Conduct: Your employer may be breaking the law if they:

Ignored a doctor’s note
Denied accommodations without explanation
Disciplined you for disability-related absences
Refused medical leave or job modifications
Terminated you instead of accommodating

Why Choose Ranen Khademi PC

Former Defense Attorneys

We’ve worked on the other side and know how employers and their lawyers build their cases.

Strategic Insight

Our team anticipates defense tactics and builds proactive, evidence-based strategies to counter them.

Personal Attention

You’ll work directly with experienced attorneys who take the time to understand your story.

Proven Results

Our firm has secured significant settlements and verdicts for employees across California.

Hear From Our Clients

“Working with Jeff at Ranen Khademi PC in LA was a genuinely positive experience. Although the firm is relatively new, its deep industry connections and decades of expertise rival those of larger, longer-established firms while delivering a more personalized, high-touch experience. Jeff’s extensive knowledge and network provide invaluable insights, whether you’re exploring potential legal issues or simply seeking guidance.”

“Jeff and the team at Ranen Khademi PC are the best of the best. I would highly recommend them for any employment matter, as they would be your best option to get you what you deserve. They were aggressive, very knowledgeable, transparent and beyond capable of representing me. If you want results, Jeff and team will have your back.”

“Jeff was my attorney and let me tell you that you are lucky if he takes your case. This guy is pure beastmode. I was highly selective in choosing who to partner with and right away you can tell the pro vs the amateurs. It’s really great to have someone that understands, empathizes and most importantly amplifies your voice in speaking up and fighting on your behalf. I will always be grateful for his help and I could not give a higher recommendation. Yelp only allows 5-stars max and I’d easily give him 10+.”

“During a difficult time in my life, I turned to Jeff to assist me & he took a chance on my case! This opportunity led me to meet Parisa, who played an integral role in my case's success. They communicated often with me & explained the process step by step. The support & team effort was outstanding! Everyone on the team, down to the assistant Alexandra, was pleasant & helpful. I am truly grateful to them for making such a difficult time in my life, seemingly a breeze. I would highly recommend Ranen Khademi PC for your legal matters!”

Our Process

Free Consultation

We listen to your story, discuss your concerns, and explain your rights under the law.

Case Evaluation

We thoroughly review your situation, analyze relevant facts, and determine potential claims under both California and federal law.

Negotiation or Litigation

Based on our findings, we seek a fair resolution through negotiation or prepare for trial if needed.

Support Throughout

We keep you informed, answer your questions, and provide compassionate guidance at every stage.

Contact Our California Disability Discrimination Attorneys Today

If you’ve been denied accommodations, harassed, or fired because of a disability, you may be entitled to compensation for lost wages, emotional distress, and more.

The attorneys at Ranen Khademi PC are ready to fight for your rights and help you rebuild your career with dignity.

Serving clients throughout Los Angeles, Riverside, San Bernardino, Orange County, San Diego, the Bay Area, and across California.

Frequently Asked Questions

California’s FEHA has one of the broadest definitions of disability in the country—much broader than the federal ADA. Under FEHA, a disability is any physical or mental condition that limits a major life activity, even slightly. FEHA even protects employees who are perceived as disabled or who have a record of a disability. If a condition impacts your ability to work, sleep, concentrate, lift, walk, or perform daily functions, it likely qualifies.

No. It is illegal for an employer to fire, demote, discipline, or otherwise punish you for requesting job accommodations, submitting medical documentation, asking HR for help, needing leave for disability-related reasons, or participating in the interactive process.

If anything changes after you request accommodations, it may constitute unlawful retaliation.

Not always, but it often makes the process smoother. A basic doctor’s note can help establish: the existence of a medical condition, the limitations you are experiencing, and the accommodations you need. However, your employer cannot demand a detailed diagnosis, request your full medical records, ask for invasive or irrelevant information, require constant recertification, or delay the process by demanding excessive documentation.

The law only requires enough information for your employer to understand what you need, not why you need it in private medical detail.

Ignoring a request for accommodations is itself a violation of both FEHA and, in many cases, the ADA. Employers must respond promptly, engage in the interactive process, explore possible accommodations, and provide a good-faith explanation if an accommodation cannot be provided

If your employer goes silent after you ask for help, that is a strong sign of a potential legal violation.

Most disability discrimination and accommodation claims fall under FEHA, which generally allows three years from the date of the discriminatory act to file a complaint with California’s Civil Rights Department.

However, because disability cases often involve multiple overlapping laws (ADA, FEHA, FMLA, CFRA, PDL), it’s important to speak with an attorney as soon as possible to make sure all deadlines are protected.