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

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified employees with disabilities. However, this obligation is not absolute. Employers may deny an accommodation request if it would impose an “undue hardship” on their operations. Understanding when this defense is legitimate—and when it’s not—is crucial for

When you face discrimination in the workplace because of a disability, knowing you’ve been treated unfairly and proving it legally are two different challenges. While discrimination often feels obvious to those experiencing it, building a compelling legal case requires strategic evidence gathering, understanding of legal standards, and careful documentation. At

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

Medical examinations and inquiries in the workplace create a delicate balance between employer interests and employee privacy rights. Many workers are surprised to learn that employers can request medical information, but these requests are governed by strict legal limitations that protect your privacy and prevent discrimination. At Nisar Law Group,

For employees with disabilities, reasonable accommodations often serve as the crucial bridge to workplace success. Yet many struggle with identifying appropriate accommodations, crafting effective requests, and navigating what can be a complex process. Understanding your rights and how to assert them effectively can make the difference between thriving at work

Understanding whether your condition qualifies as a disability under the Americans with Disabilities Act (ADA) is often the first critical step in accessing workplace protections and accommodations. The definition of “disability” under the law has evolved significantly since the ADA’s inception, becoming more inclusive following important amendments in 2008. At

In today’s workplace, individuals with disabilities continue to face significant barriers to equal employment opportunities despite decades of legal protections. Whether you’re experiencing discrimination firsthand or seeking to understand your rights, navigating the complex landscape of disability discrimination law can be challenging. At Nisar Law Group, we regularly assist clients