$500K
Morgan Hill disability discrimination settlement: an employee alleged being let go during medical treatment after a request for remote work was refused. The employer cited hardship.
Employment
California Disability Discrimination Lawyer
Were you denied a reasonable accommodation, demoted, or fired because of a disability? At Wilshire Law Firm — an award-winning, nationally recognized team — we help California employees enforce their rights. Contact us 24/7 for a free case review with a legal professional — there are no fees unless you get paid.
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Understanding Your Disability Discrimination Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Disability discrimination occurs when an employer treats a worker or applicant unfairly because of a disability or a perceived disability. Common examples include refusing a reasonable accommodation, denying promotions or job opportunities, harassment based on a disability, and wrongful termination related to a disability. In California, the Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA) both protect these workers. If any of this sounds familiar, a legal professional can review your situation during a free case review.
California employers must accommodate qualified employees with disabilities. Generally, this means they are required to provide reasonable accommodations, engage in a timely, good-faith interactive process to identify those accommodations, and avoid discrimination in hiring, firing, pay, and workplace policies. FEHA applies to most employers with five or more employees, offering broader protection than federal law. Because your specific rights depend on your circumstances, our attorneys can explain how the law applies to you.
Wilshire Law Firm is an award-winning, nationally recognized team with deep experience in California employment law. Our attorneys investigate what happened, gather the documentation, handle communications with your employer and their lawyers, and build your case to hold the employer accountable — all with clear communication and compassionate support. There are no fees unless you get paid.
Employees who prove disability discrimination in California can generally recover several types of damages. These commonly include lost wages and benefits (past and future), compensation for emotional distress, and, in cases involving especially egregious conduct, punitive damages. Prevailing employees may also recover attorney's fees and costs where the law allows. Because every case is unique, a legal professional can review your losses during a free case review.
In most California disability discrimination cases, you generally have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department (CRD, formerly the DFEH) under FEHA. After the CRD issues a right-to-sue notice, you typically have one year to file a lawsuit. Federal ADA claims filed with the EEOC have much shorter deadlines — often 300 days in California. Because missing a deadline can end your case, it's best to speak with a legal professional early.
Meet Our Disability Discrimination Attorneys
Nationally Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
Learn more about the team
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John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior PartnerRecent wins
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$500K
Los Angeles County disability discrimination settlement: an employee alleged being fired for requesting more medical leave while coworkers were already covering the work. The employer cited hardship.
$425K
Anaheim disability discrimination settlement: an employee facing medical treatment alleged being fired in retaliation within two weeks of complaining about a manager, despite no write-ups.
$395K
Riverside disability discrimination settlement: an employee alleged being fired after asking to extend medical leave. The employer said the leave was exhausted.
$175K
San Francisco disability discrimination settlement: an employee with disabling medical conditions alleged being denied accommodations and wrongfully terminated from a salaried position while disabled.
$174K
Tulare County disability discrimination settlement: an employee on medical leave alleged being fired while still disabled and awaiting further treatment. The employer cited a single write-up.
$125K
Sacramento County disability discrimination settlement: an employee on intermittent medical leave alleged being fired because of a medical condition and age. The claims also included retaliation.
*Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have a Disability Discrimination Claim in California?
Three factors generally determine whether you have a valid disability discrimination claim — a covered disability, an adverse action, and a connection between the two. A covered disability includes a physical or mental condition that limits a major life activity, or a condition your employer perceives you to have. An adverse action means something harmful happened, such as being fired, demoted, denied a reasonable accommodation, or harassed. The connection means the disability was a substantial motivating reason for that action. FEHA's filing deadlines apply, so contact Wilshire Law Firm for a free case review.
Start Your Free Disability Discrimination Case Review
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Record-breaking results
Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
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#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Disability Discrimination FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
Disability discrimination occurs when an employer treats a worker or applicant unfavorably because of an actual or perceived disability or medical condition. Under FEHA, covered employers must also provide reasonable accommodations and engage in a timely, good-faith interactive process. Refusing to accommodate a qualified employee can itself be unlawful.
A reasonable accommodation is a change to a job or workplace that lets a qualified employee with a disability perform essential duties, such as a modified schedule, leave, assistive equipment, or reassignment. An employer must provide one unless it would cause undue hardship, and must discuss options with you through the interactive process. Denying a reasonable request without that discussion can violate FEHA.
Yes. The federal Americans with Disabilities Act protects employees of larger employers from disability discrimination and also requires reasonable accommodations. Many California workers are covered by both the ADA and FEHA, and FEHA often provides broader protection. An attorney can explain which law gives you the strongest claim.
For FEHA disability claims, employees generally have three years from the discriminatory act to file a complaint with the California Civil Rights Department, and typically one year from the right-to-sue notice to file suit. These deadlines have exceptions and can be affected by the facts of your case. Confirm your specific timeline with an attorney promptly.
Retaliating against an employee for requesting an accommodation or reporting disability discrimination is generally unlawful under FEHA. Adverse actions can include termination, demotion, or a sudden change in duties after you assert your rights. If discipline followed closely after your request, that sequence may support a claim. If you experienced other forms of workplace discrimination, our employment discrimination lawyers can help.