The COVID-19 pandemic continues to shape employment law in unprecedented ways, particularly through the emergence of Long COVID—a condition where symptoms persist weeks or months after the initial infection. For many workers, these lingering symptoms can significantly impact their ability to perform job functions, raising important questions about disability accommodations,

The dramatic shift toward remote work has transformed workplace dynamics in profound ways. While this evolution has created new opportunities for many employees with disabilities, it has also introduced unique challenges and potential avenues for discrimination. Understanding how disability discrimination manifests in remote environments is crucial for both employees seeking

Employers can legally claim undue hardship to deny disability accommodations only when they can prove the accommodation would cause “significant difficulty or expense” relative to their company’s size, financial resources, and business operations. The bar is high – courts reject most undue hardship defenses because the average workplace accommodation costs

To prove disability discrimination at work, you need four key elements: medical documentation establishing your disability under the ADA, evidence that you’re qualified for your position, proof of an adverse employment action (like termination or demotion), and documentation linking that action to your disability rather than legitimate business reasons. The

Many Americans live with conditions that significantly impact their daily lives yet remain hidden from casual observation. These “invisible disabilities” – ranging from chronic pain and autoimmune disorders to mental health conditions, neurological differences, and sensory processing issues – present unique challenges in the workplace. Unlike visible disabilities, which may

Mental health conditions present unique challenges in the workplace—from disclosure decisions to accommodation needs to addressing stigma. While the Americans with Disabilities Act (ADA) provides the same legal protections for mental health conditions as physical disabilities, navigating these protections effectively requires understanding the special considerations that apply to mental health

Your employer can’t ask about your medical conditions during a job interview, but they can require a full medical exam after making you a job offer – and the rules change again once you’re actually employed. The Americans with Disabilities Act (ADA) creates three distinct stages of employment with different

Navigating workplace accommodations can feel intimidating, but it doesn’t have to be. If you have a disability that affects your work, you have legal rights to certain adjustments that can help you succeed. Understanding how to request these accommodations effectively makes all the difference in getting what you need. In

You qualify for ADA protection if you have a physical or mental impairment that substantially limits one or more major life activities, have a record of such an impairment, or your employer treats you as having a disability—even if you don’t actually have one. The Americans with Disabilities Act defines

Facing unfair treatment at work because of a disability can feel isolating and overwhelming. Yet disability discrimination remains one of the most common workplace civil rights violations. This guide will help you understand your legal protections, recognize discrimination, and take effective action to protect your rights and career. Disclaimer: This