Under both California and federal law, mental health conditions are protected disabilities when they substantially limit one or more major life activities. This protection extends beyond physical impairments, recognizing that depression, anxiety, PTSD, bipolar disorder, and other conditions can significantly impact an employee’s ability to function at work. Employers are legally obligated to engage in an interactive process and provide reasonable accommodations unless doing so would create an undue hardship.
When employers ignore or deny legitimate requests for accommodations, employees may be left in a vulnerable position, struggling to perform their duties and facing increased risks of disciplinary action or termination. These denials often serve as the foundation for strong disability discrimination claims. Here, the Los Angeles employment law attorney at Leichter Law Firm, APC, Aryeh Leichter, explains.
What Qualifies as a Reasonable Accommodation?
Reasonable accommodations are adjustments that enable employees with mental health conditions to perform essential job functions.
Common examples include:
- Modified work schedules to allow time for therapy or treatment.
- Quiet workspace arrangements to reduce stress triggers.
- Remote work opportunities where feasible.
- Adjustments to supervisory methods or workload distribution.
- Leave for medical treatment under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA).
Employers are not required to implement every request, but they must carefully evaluate whether the accommodation is reasonable and engage in good-faith discussions with the employee. A flat denial without consideration often signals a violation of disability rights protections.
When Denial Becomes Discrimination
A denial of mental health accommodations may rise to the level of disability discrimination if it prevents the employee from performing their job or forces them into a hostile or intolerable work environment. In many cases, employees are penalized for behaviors directly linked to their condition after being denied accommodations that could have mitigated the issue.
For instance, an employee with anxiety who requests a flexible schedule but is denied may be written up for tardiness or attendance problems. Similarly, a worker with PTSD who asks for a quieter workspace but is refused may face disciplinary action for being “uncooperative” when overwhelmed. In these scenarios, the employer’s failure to provide accommodations directly contributes to adverse employment actions, strengthening the employee’s claim.
Building a Strong Legal Claim
Employees who have experienced denied accommodations should carefully document their requests, the employer’s response, and the impact on their job performance. Emails, written requests, and notes from interactive process meetings can serve as valuable evidence.
At the Leichter Law Firm, APC, the Los Angeles County disability discrimination lawyer represents California employees whose rights under the Fair Employment and Housing Act (FEHA), the Americans with Disabilities Act (ADA), FMLA, and CFRA have been violated. By holding employers accountable, employees can protect both their livelihoods and their dignity.
Protecting Employee Rights in California
Mental health should be treated with the same seriousness as physical health in the workplace. When employers deny accommodations for mental health conditions, they not only undermine employee well-being but also expose themselves to significant legal liability. Employees do not have to face these challenges alone.
By pursuing a disability discrimination claim, they can seek justice and ensure their rights are fully protected. Contact Leichter Law Firm, APC, at (818) 915-6624 or online for a complimentary consultation.