Estimated reading time: 12 minutes

Key Takeaways

• ADA reasonable accommodations are legally required modifications to help qualified employees perform essential job functions.

• Interactive process is mandatory — employers and employees must engage in a good-faith dialogue to identify solutions.

• Medical leave can be a reasonable accommodation; blanket denials may violate the ADA.

• Document everything — timelines, communications, and medical documentation are crucial if discrimination occurs.

• Remedies exist — internal escalation, EEOC charges, and legal counsel are appropriate next steps when accommodations are denied.

Table of Contents

• Introduction

• What Are ADA Reasonable Accommodations?

• Common Scenarios of Disability Discrimination at Work

• Employer Denial of Medical Leave and Its Implications

• Disability Discrimination Examples in the Workplace

• What To Do If You Are Denied Reasonable Accommodations or Fired Because of Disability

• Conclusion and Next Steps

• Appendix: Quick Reference of Key Terms and Concepts

• FAQ

Introduction (ADA reasonable accommodations, employer denied medical leave, fired because of disability, not accommodated at work for disability, disability discrimination examples)

ADA reasonable accommodations are modifications or adjustments to a job or work environment that allow qualified employees with disabilities to apply for jobs, perform essential job functions, or enjoy equal employment benefits and privileges.

These accommodations are not optional. They are legally mandated under the Americans with Disabilities Act (ADA) to prevent disability discrimination and ensure equal opportunity in the workplace.

Accommodations can include flexible schedules, adaptive equipment, job restructuring, remote work, or medical leave when necessary. They are designed through a collaborative interactive process between you and your employer.

Many workers face barriers. Some are not accommodated at work for disability even after submitting medical documentation. Others find an employer denied medical leave or are fired because of disability-related absences. These situations can be disability discrimination. They may create legal claims if reasonable accommodations could have been made without undue hardship for the employer. Learn more here.

This guide explains your rights to ADA reasonable accommodations, shows disability discrimination examples you can recognize, and outlines practical steps to take if your employer is not accommodating your disability or retaliates against you.

Sources for this section: View resource, View resource.

What Are ADA Reasonable Accommodations? (ADA reasonable accommodations, not accommodated at work for disability)

ADA reasonable accommodations are adjustments that remove workplace barriers for a qualified individual with a disability. They allow you to compete fairly, perform essential functions, and access the same benefits and privileges as coworkers. For an overview of your broader rights under ADA and how the interactive process works, see this guide on understanding workplace discrimination laws. Learn more here.

A “qualified individual” means you meet the job’s skill, experience, education, and other requirements, and you can perform the essential job functions with or without reasonable accommodation. “Essential functions” are the core, fundamental duties of a position.

Key principles:

• Reasonable accommodations must address your functional limitations stemming from a disability.

• They are individualized. There is no one-size-fits-all solution.

• Employers must engage in an interactive process with you to find effective options.

• Employers cannot refuse to consider accommodations simply because they are new, different, or require some effort.

Common ADA reasonable accommodations:

• Modifying work schedules

  • Flexible start and end times

  • Part-time or reduced hours

  • Adjusted break times for treatment, medication, or fatigue management

• Acquiring or modifying equipment

  • Ergonomic chairs, footrests, standing desks

  • Screen readers, speech-to-text, magnification software

  • Amplified phones or captioning tools

• Restructuring job duties

  • Reassigning marginal or non-essential tasks

  • Adjusting workflows to remove non-critical physical demands

• Providing accessible technology, interpreters, or readers

  • ASL interpreters

  • Real-time captioning (CART)

  • Alternate formats (large print, Braille, accessible PDFs)

• Allowing remote work or telework

  • Hybrid options

  • Fully remote roles if feasible and consistent with job duties

• Providing medical leave as an accommodation

  • Intermittent leave for treatments and flare-ups

  • Short-term leave for recovery or stabilization

  • Extensions of leave beyond company policy when not an undue hardship

Medical leave is often a critical accommodation. A flat refusal of medical leave when it is necessary and reasonable can be unlawful if the employer fails to show undue hardship.

The interactive process is central:

• You explain your limitations and what you need to perform essential functions.

• The employer may request reasonable documentation to understand your functional limitations.

• You discuss options and alternatives together.

• The employer implements an effective accommodation unless doing so causes undue hardship.

When employees are not accommodated at work for disability, the consequences are serious: lost productivity, worsening health, forced unpaid time off, unfair discipline, or termination. These outcomes are avoidable if the employer meets ADA obligations.

Sources for this section: View resource, View resource, View resource, View resource.

Common Scenarios of Disability Discrimination at Work (not accommodated at work for disability, fired because of disability, employer denied medical leave, disability discrimination examples)

Disability discrimination occurs when an employer fails to provide ADA reasonable accommodations or treats an employee unfavorably because of a disability. It can be overt or subtle. It can happen at hiring, during employment, or at termination.

Warning signs and scenarios:

• Denial of reasonable accommodations

  • Refusing to modify schedules for therapy or dialysis when it causes no undue hardship

  • Ignoring requests for assistive technology like screen readers or alternative input devices

  • Rejecting telework even when the job’s essential functions can be performed remotely

  • Refusing job restructuring to remove non-essential tasks

• “Employer denied medical leave”

  • Turning down a medically supported leave request for treatment or recovery

  • Applying inflexible attendance policies despite disability-related needs

• “Fired because of disability” or disciplined for disability-related absences

  • Terminating or writing up an employee for absences that should be covered as a reasonable accommodation

  • Using “no-fault” attendance policies without making disability-related exceptions

• Derailed career opportunities and exclusion

  • Blocking promotions or transfers due to stereotypes about disability

  • Excluding employees with disabilities from training, travel, or client-facing roles without individualized assessment

• Hostile work environment related to a disability

  • Jokes, slurs, or nicknames about a condition

  • Retaliation after requesting accommodations

If you’re facing discrimination and want to understand employee rights and potential remedies, check out this detailed guide on employee rights and discrimination claims. Learn more here.

Core legal guardrails:

• Employers must explore accommodations through the interactive process.

• They may deny accommodations only if they show “undue hardship,” meaning significant difficulty or expense in light of the business’s size, resources, and operations.

• A blanket policy or reflexive “no” is not compliant with the ADA.

If you are not accommodated at work for disability and then fired because of disability-related performance or attendance, that sequence may indicate discrimination or retaliation. Document the timeline and seek guidance.

Sources for this section: View resource, View resource.

Employer Denial of Medical Leave and Its Implications (employer denied medical leave, ADA reasonable accommodations, not accommodated at work for disability, fired because of disability)

Medical leave can be an ADA reasonable accommodation. This includes short blocks of time, intermittent leave for flare-ups or appointments, or a defined leave to recover from surgery or stabilize a condition.

When an employer denies medically necessary leave:

• The employer must explain the reason and show it participated in the interactive process.

• A flat denial without discussion often signals noncompliance.

• An employer has to consider whether leave would enable you to return and perform essential functions.

Undue hardship is the limit. But it is not a vague inconvenience. The employer must consider:

• The duration and schedule of the leave

• The impact on operations, staffing, and service levels

• Options for temporary coverage or reassigning non-essential tasks

• The organization’s size, budget, and resources

Disability-related leave denials have consequences:

• If the employer denied medical leave and then disciplines or fires you for attendance, the termination may be tied to your disability.

• You can file an EEOC charge alleging failure to accommodate and discrimination.

• Courts and agencies look for whether the employer engaged in the interactive process and considered alternatives like part-time schedules or remote work.

Action items if leave is denied:

• Ask for the denial rationale in writing.

• Offer alternatives (reduced hours, phased return, modified duties).

• Provide updated medical documentation that links leave to your ability to perform the job.

• Escalate to HR or an ADA coordinator to continue the interactive process.

When the denial is based on unsupported speculation (“We just can’t do that”) rather than real evidence of significant difficulty or expense, it may violate the ADA.

Sources for this section: View resource, View resource, View resource.

Disability Discrimination Examples in the Workplace (disability discrimination examples, fired because of disability, not accommodated at work for disability, ADA reasonable accommodations, employer denied medical leave)

Here are clear disability discrimination examples and how the ADA reasonable accommodations rules apply. These show what unlawful behavior can look like—and what might be legitimate under the “undue hardship” standard.

Example 1: Refused therapy-friendly schedule

- Situation: An employee with major depression requests a later start time twice a week for therapy. The job has coverage from 8 a.m. to 6 p.m. Multiple team members cover tasks throughout the day.

- Employer response: “We don’t do flexible schedules. Be here at 8 a.m. or be written up.”

- Why this may be unlawful:

• The accommodation is modest and does not disturb essential coverage if reassignments cover those early hours.

• The employer did not assess operational feasibility or discuss alternatives.

• A general “we don’t do that” is not an individualized interactive process.

- Better approach:

• Consider shift swapping, staggered coverage, or a slightly later start with a slightly later end time.

• Implement a trial period and evaluate business impact.

Example 2: Denied lifting device for a back injury

- Situation: A warehouse worker with a documented spinal condition asks for a pallet jack and team lifting rules to avoid lifting over 25 pounds.

- Employer response: “Use your back brace and keep up. No special equipment.”

- Why this may be unlawful:

• Acquiring or modifying equipment is a common reasonable accommodation.

• The cost of a pallet jack or posting team-lift rules is typically modest for many warehouses.

• The employer should evaluate costs, safety, and coverage options and engage in the interactive process.

- Better approach:

• Provide a lifting device and set team-lifting protocols for loads above weight restrictions.

• Reassign occasional non-essential heavy lifts to other workers if feasible.

Example 3: Employer denied medical leave; then fired because of disability

- Situation: An office worker undergoing cancer treatment requests six weeks of unpaid leave supported by a treating oncologist. The employer denies leave and terminates the employee after several treatment-related absences.

- Why this may be unlawful:

• Medical leave is often a reasonable accommodation unless undue hardship exists.

• The employer may have failed to consider alternatives like temporary coverage, remote work for partial duties, or a defined leave period.

• Firing because of disability-related absences after denying leave can be discriminatory.

Example 4: Refusal to provide assistive technology

- Situation: A customer service rep with low vision asks for screen magnification software and a larger monitor to read the CRM.

- Employer response: “Our IT standard build is the same for everyone. No exceptions.”

- Why this may be unlawful:

• Providing accessible technology is a textbook reasonable accommodation.

• The cost of magnification software and a larger monitor is often minimal.

• The employer must consider effectiveness and cost, not blanket IT rules.

Example 5: Exclusion from training and promotion

- Situation: A high-performing engineer with multiple sclerosis is overlooked for client visits “because travel would be too hard on you.”

- Why this may be unlawful:

• Decisions based on stereotypes, assumptions, or paternalism violate the ADA.

• The employer must conduct an individualized assessment.

• Reasonable accommodations for travel (rest breaks, accessible hotels, itinerary changes) should be considered.

Example 6: When undue hardship is legitimate

- Situation: A small clinic with three employees is asked to grant an indefinite, unpredictable leave with no estimated return date.

- Why denial may be lawful:

• Employers can deny accommodations that cause significant difficulty or expense.

• An indefinite leave with no time horizon may fundamentally disrupt operations and patient care.

• The clinic should still discuss whether partial solutions—like a shorter leave or a firm reevaluation date—could work.

How “undue hardship” is misused:

• Vague claims like “too expensive” or “bad for morale” without evidence.

• Ignoring low-cost solutions or temporary fixes.

• Refusing accommodations that have been provided to others in similar roles.

• Failing to evaluate actual job duties and what is essential versus marginal.

Practical indicators of undue hardship:

• Significant, well-documented costs relative to the employer’s resources

• Major operational disruption that cannot be mitigated

• Safety risks that cannot be reasonably reduced

• Fundamental alteration of the nature of the job by removing essential functions

If you were not accommodated at work for disability and the employer cites undue hardship, ask for specifics in writing. Request documentation of cost estimates, staffing analysis, and attempted alternatives. An evidence-based explanation is required.

Sources for this section: View resource, View resource, View resource.

What To Do If You Are Denied Reasonable Accommodations or Fired Because of Disability (ADA reasonable accommodations, fired because of disability, not accommodated at work for disability, employer denied medical leave)

If your ADA reasonable accommodations request was denied, or you were fired because of disability-related issues, act quickly and methodically. Documentation and persistence are essential.

Step-by-step action plan:

1) Clarify and request a written reason

• Ask for the denial decision in writing.

• Request the specific reasons and the evidence for any “undue hardship” claim.

• Reiterate that you are seeking ADA reasonable accommodations so there is a clear legal record.

2) Gather and organize documentation

• Keep a timeline with dates, names, and summaries of conversations.

• Save emails, messages, HR forms, medical notes, work restrictions, and performance reviews.

• Note any instances where you were not accommodated at work for disability or your employer denied medical leave.

3) Re-engage in the interactive process

• Propose alternatives if your first request is rejected.

• Offer trial periods, phased returns, or partial accommodations.

• Ask for a meeting with HR, your manager, and, if available, the company’s ADA coordinator.

4) Update medical support

• Ask your healthcare provider to detail functional limitations and link the accommodation to essential job duties.

• Provide expected duration for leave or schedule adjustments when possible.

• Clarify safety considerations and what tasks you can perform with the requested accommodation.

5) Escalate internally

• Use internal grievance or appeal procedures.

• Consider involving an employee resource group or disability inclusion council if your company has one.

6) File an administrative complaint

• If your rights are likely violated, file a charge with the Equal Employment Opportunity Commission (EEOC) or a state civil rights agency. For guidance on the complaint process and deadlines, see this step-by-step guide on how to file a discrimination complaint. Learn more here.

• Deadlines can be short (for example, often within 180 or 300 days from the discriminatory act depending on your location), so act promptly.

• Keep copies of everything you submit.

7) Consult legal counsel

• Speak with employment attorneys experienced in disability law. To understand the benefits of specialized legal services, review this overview of employment discrimination legal services benefits. Learn more here.

• Lawyers can assess whether being fired because of disability, denial of leave, or failure to accommodate supports a legal claim.

• They can also request records, negotiate with the employer, and represent you in EEOC proceedings or court.

8) Protect your current employment status if possible

• Continue performing your job to the extent you can.

• Avoid resigning unless advised by counsel; resignation may limit legal remedies.

• If you are on leave, follow company leave procedures while your accommodation or complaint is pending.

9) Practice careful communication

• Be factual and professional in all emails and conversations.

• Avoid emotional or accusatory statements that can be misinterpreted.

• Confirm important discussions in writing after meetings.

10) Look for interim solutions

• Temporary adjustments like remote work, shift swaps, or coverage plans can stabilize your situation.

• Document any attempts you make to help the employer reduce alleged hardship.

What helps outcomes:

• Clear medical documentation that connects limitations to the requested accommodation.

• Demonstrating that your proposed accommodation is effective and reasonable.

• Offering multiple options that keep essential job functions intact.

• Timely complaints when the employer denied medical leave or failed to engage in the interactive process.

If you were terminated, gather:

• Termination letter and reasons given

• Attendance records and any approvals or denials related to medical time off

• Performance reviews showing your track record

• Notes showing you requested ADA reasonable accommodations and the employer’s responses

These records help prove whether you were fired because of disability and whether the employer failed its ADA duties. For broader context on legal representation and employee rights in discrimination cases, see this guide on employee rights and discrimination lawsuits. Learn more here.

Sources for this section: View resource.

Conclusion and Next Steps (ADA reasonable accommodations, not accommodated at work for disability, fired because of disability)

ADA reasonable accommodations are vital for equal access to work. When used properly, they let you perform essential functions, maintain your health, and grow your career. The ADA requires employers to consider reasonable solutions, communicate in good faith, and avoid discriminatory practices.

If you are not accommodated at work for disability, if your employer denied medical leave, or if you were fired because of disability-related absences, you may have strong legal rights. Act quickly, document everything, and insist on the interactive process. Do not accept vague or blanket denials—ask for specifics and propose workable alternatives.

There are resources and allies:

• Disability rights organizations and advocacy groups

• Government agencies like the EEOC

• Employment law attorneys who focus on disability discrimination and failure-to-accommodate cases. To connect with experienced counsel, see this post on consulting with a workplace discrimination attorney today. Learn more here

Take control of your situation. Your health and your livelihood matter, and the law is designed to protect your ability to work with dignity and fairness.

Call to Action:If you believe your ADA reasonable accommodations were denied, you were not accommodated at work for disability, or you were fired because of disability, get help now. Get a free and instant case evaluation by US Employment Lawyers. See if your case qualifies within 30 seconds at employmentlawyers.com.

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Appendix: Quick Reference of Key Terms and Concepts

• ADA reasonable accommodations: Modifications or adjustments that enable a qualified individual with a disability to apply for a job, perform essential functions, or access equal employment benefits.

• Qualified individual: A person who meets job requirements and can perform essential functions with or without accommodation.

• Essential functions: The fundamental duties of a position.

• Interactive process: Good-faith dialogue between employee and employer to identify effective accommodations.

• Undue hardship: Significant difficulty or expense based on the employer’s size, resources, and operations; the limit on required accommodations.

• Adverse employment action: Negative job outcomes such as discipline, demotion, or termination.

• Disability discrimination examples: Denial of accommodations, termination for disability-related attendance, exclusion from opportunities, or refusal of medical leave without proper justification.

FAQ

What counts as a reasonable accommodation under the ADA?

A reasonable accommodation is any modification or adjustment to the job or workplace that enables a qualified individual with a disability to perform essential job functions or access equal benefits, such as modified schedules, assistive technology, job restructuring, remote work, or medical leave.

Can I be denied medical leave as an accommodation?

Medical leave can be a reasonable accommodation. An employer must engage in the interactive process and may deny leave only if it would cause undue hardship. A flat denial without discussion or consideration of alternatives may violate the ADA.

What should I do if my accommodation request is denied?

Ask for a written reason, gather documentation, re-engage in the interactive process, provide updated medical evidence, escalate internally, consider filing an EEOC charge, and consult an employment lawyer if necessary.

What is “undue hardship” and how is it proven?

Undue hardship means significant difficulty or expense in light of the employer’s size, resources, and operations. Employers must provide evidence such as documented costs, staffing impacts, or safety risks to justify denial based on undue hardship.

How long do I have to file a discrimination complaint?

Deadlines vary by jurisdiction but can be short (often within 180 or 300 days from the discriminatory act). File promptly with the EEOC or a state civil rights agency and keep copies of all submissions.