Wrongful Termination and Employee Rights Under the Americans with Disabilities Act (ADA)

Navigating the workplace can be challenging, especially for employees who have disabilities. The Americans with Disabilities Act (ADA) was established to ensure that individuals with disabilities are protected from discrimination in the workplace. However, wrongful termination due to disability discrimination still occurs, leading many to seek help from a Los Angeles wrongful termination lawyer to protect their rights. This article will explore how the ADA safeguards employee rights, how wrongful termination cases arise under the ADA, and the legal recourse available to affected employees.

“Employees in Los Angeles and throughout California are protected by both federal and state disability discrimination laws.”

Why This Matters More Than Ever in Today’s Workplace

Disability-related employment claims are rising across the United States as workplaces evolve and medical awareness grows. Yet many employees still hesitate to assert their rights — often because they fear retaliation or assume termination decisions cannot be challenged.

The reality is very different.

Federal and California employment laws strongly favor workplace fairness, and courts have increasingly held employers accountable for disability discrimination and wrongful termination. For affected employees, understanding these protections is not just empowering — it can directly influence financial recovery and career stability.

If you were dismissed shortly after disclosing a medical condition or requesting accommodations, it may be wise to evaluate your situation sooner rather than later. Early legal insight often preserves critical evidence and strengthens potential claims.

Understanding the Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities in various aspects of public life, including employment. The ADA requires employers with 15 or more employees to provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship.

Key Provisions Of The Ada Include:

• Equal Opportunity: Employers must provide equal opportunity in hiring, promotions, benefits, and other employment terms.

• Reasonable Accommodation: Employers must make adjustments or modifications to the work environment that allow a qualified disabled employee to perform essential job functions.

• Prohibition of Retaliation: Employers cannot retaliate against employees who exercise their rights under the ADA, including requesting accommodations or filing discrimination complaints.

If you believe your ADA rights have been violated, consulting an employment lawyer can help you understand your options and protect your rights.

How Wrongful Termination Occurs Under the ADA

Wrongful termination under the ADA occurs when an employee is fired because of their disability, request for accommodation, or involvement in protected activities, such as filing a complaint or participating in an investigation. Some common examples of wrongful termination include:

• Firing an Employee After Requesting Accommodation: If an employee requests a reasonable accommodation, such as modified duties or a flexible schedule, and is subsequently terminated, this may constitute wrongful termination.
• Termination Due to Perceived Disability: Employers may not fire an employee based on assumptions about their ability to perform job duties due to a disability, even if the employee does not request accommodations.
• Firing Due to Retaliation: Employees who file a complaint or participate in an investigation regarding disability discrimination are protected from retaliation, including termination.

Examples of Reasonable Accommodations Under the ADA

Reasonable accommodations can vary depending on the employee’s disability and the job’s essential functions. Examples include:

• Modified Work Schedules: Adjusting hours or allowing remote work.
• Adjusting Job Duties: Modifying tasks that are challenging due to the disability.
• Accessible Workspaces: Providing ergonomic workstations or assistive technology.
• Additional Leave: Providing extra time off for medical treatments or recovery.

Employers are required to interact with employees to determine the most appropriate accommodation. Failure to do so may lead to wrongful termination claims under the ADA.

Mistakes Employees Make After Wrongful Termination

In the shock of losing a job, even highly capable professionals can make decisions that unintentionally weaken their legal position.

Avoid these common pitfalls:

• Waiting Too Long to Take Action

Employment claims operate under strict filing deadlines. Delays can permanently limit your legal options.

• Failing to Document Communication

Save emails, performance reviews, HR messages, and accommodation requests. Written records often become cornerstone evidence.

• Signing Severance Agreements Too Quickly

Some agreements require employees to waive their right to sue. Always consider having a qualified employment attorney review the terms before signing.

• Assuming the Employer Holds All the Power

Many employees underestimate the strength of federal disability protections. In reality, the law provides meaningful remedies when violations occur. Taking informed, strategic steps early can significantly influence how successfully a wrongful termination claim unfolds.

Proving Wrongful Termination Under the ADA

To establish a wrongful termination claim under the ADA, the employee must prove:

• Disability: The employee must have a disability as defined by the ADA.

• Qualification: The employee must be qualified for the job, meaning they can perform its essential functions, with or without reasonable accommodation.

• Adverse Action: Employees must show that they were terminated, demoted, or treated unfavorably.

• Causation: There must be a link between the adverse action and the employee’s disability or request for accommodation.

Gathering evidence is crucial in proving wrongful termination. Employees should maintain communication records with their employer, including emails, memos, and notes of meetings related to accommodation requests or discriminatory actions.

What Compensation May Be Available?

Employees are often surprised by the scope of damages available in successful ADA wrongful termination cases.

Depending on the circumstances, compensation may include:

• Back pay for lost wages
• Front pay for future earnings
• Emotional distress damages
• Loss of benefits
• Attorney’s fees and legal costs
• Potential reinstatement

While every case differs, strong claims can result in substantial financial recovery — particularly when clear evidence of discrimination exists. Speaking with an experienced wrongful termination lawyer can help clarify the potential value of your case and the strategies available to pursue it.

Legal Recourse for Wrongful Termination Under the ADA

If you believe you have been wrongfully terminated under the ADA, you have several legal options:

• Filing a Charge with the EEOC: The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing the ADA. Employees must file a charge with the EEOC before pursuing a lawsuit.

• Pursuing a Lawsuit: If the EEOC finds evidence of discrimination or if a right-to-sue letter is issued, the employee may file a lawsuit against their employer for damages, including back pay, reinstatement, and compensatory damages.

• Seeking Legal Advice: It is essential to consult with an experienced wrongful termination lawyer who understands the complexities of ADA cases and can help build a strong case.

How Azadian Law Group, PC Can Help

At Azadian Law Group, PC, we are committed to protecting the rights of employees who have been wrongfully terminated due to disability discrimination. Our experienced team understands your challenges and will work tirelessly to uphold your rights under the ADA. We provide personalized legal strategies to help you navigate the complexities of wrongful termination cases and seek the justice you deserve.

If you believe you have been wrongfully terminated due to your disability, do not hesitate to seek legal guidance. Call us at 213-229-9031 to discuss your case with an experienced wrongful termination lawyer in Los Angeles.

Protect Your Career — And Your Rights

Wrongful termination based on a disability is more than a workplace dispute — it is a serious legal matter with long-term professional and financial consequences.

Understanding your rights under the Americans with Disabilities Act is the first step toward protecting your future. The next is acting with confidence and informed guidance.

If you believe your termination may have violated federal disability laws, consulting an experienced employment attorney can provide clarity, direction, and peace of mind during an otherwise uncertain time.

Azadian Law Group, PC is dedicated to advocating for employees and holding employers accountable when unlawful conduct occurs. If your rights were compromised, consider taking action today. Also Read: double overtime California

📞 Call 213-229-9031 for a confidential consultation and learn how we can help you move forward.

Frequently Asked Questions About ADA Wrongful Termination

• What qualifies as wrongful termination under the ADA?

Wrongful termination occurs when an employee is fired because of a disability, a request for reasonable accommodation, or participation in legally protected activities such as reporting discrimination.

• How long do I have to file an ADA wrongful termination claim?

Deadlines vary, but employees typically must file a charge with the Equal Employment Opportunity Commission (EEOC) within 180 to 300 days.

• Can I sue my employer for disability discrimination?

Yes. After completing the EEOC process and receiving a right-to-sue notice, employees may pursue legal action for damages.

• Do I need a lawyer for an ADA wrongful termination case?

While not required, working with an experienced attorney significantly improves case strategy, negotiation leverage, and potential compensation.

• What should I do immediately after being terminated?

Document all communication, avoid signing legal agreements without review, and seek professional legal guidance as soon as possible.