Anita Kelley Law represents employees in disability-discrimination and reasonable-accommodation matters, including matters involving physical or mental health conditions. The facts may involve hiring, leave, workplace changes, medical questions, discipline, termination, or retaliation.

Accommodation issues are highly fact-specific

• What workplace change was requested and why it was needed
• Whether the employee could perform essential job functions with an effective accommodation
• How the employer responded and whether alternatives were discussed
• What medical information was requested, shared, or kept
• Whether negative treatment followed the request or disclosure

Federal, state, and federal-sector paths differ

Employer coverage, disability definitions, available accommodations, hardship, confidentiality, and filing procedures depend on the governing law and forum. Federal employees use a distinct EEO process and should review the separate federal-sector materials.

Official information and related resources

• EEOC disability discrimination and employment decisions
• EEOC ADA employment-rights publication
• Federal employee disability and accommodation information

Common questions

Must an accommodation request use legal words?

An employee generally does not need to cite a statute or use a special phrase, but must communicate enough information to connect a workplace change to a medical condition or other protected need.

Can an employer ask for medical information?

In some circumstances an employer may request information needed to evaluate an accommodation, but disability-related information is subject to legal limits and confidentiality requirements.

Do federal employees use the same accommodation complaint process?

Federal employees use the federal-sector EEO process, which has different procedural steps and generally requires prompt contact with an agency EEO counselor.