1. What Laws Protect Workers With Disabilities?

Two important laws help protect qualified workers and job applicants with disabilities.

The Americans with Disabilities Act (ADA)

The Americans with Disabilities Act is a federal civil rights law that protects qualified individuals with disabilities from discrimination in employment.

Under Title I of the ADA, covered employers generally include private employers, state and local governments, employment agencies, and labor organizations with 15 or more employees.

The ADA protects qualified applicants and employees in many areas of employment, including:

• Job applications and interviews.
• Hiring and termination.
• Pay and employee benefits.
• Job assignments and responsibilities.
• Promotions and training.
• Workplace policies and procedures.
• Reasonable accommodations.

The law also protects eligible workers from retaliation for requesting accommodations or exercising their ADA rights.

Learn more through the U.S. Equal Employment Opportunity Commission (EEOC).

The Arizona Civil Rights Act

Arizona also protects individuals from disability discrimination through the Arizona Civil Rights Act.

The Arizona Attorney General's Civil Rights Division enforces state laws that prohibit discrimination in employment and other areas.

Discrimination may include refusing to hire someone because of a disability, treating an employee unfairly, or failing to provide a reasonable accommodation when required.

Arizona workers can learn more through the Arizona Attorney General's Employment Discrimination page.

2. What Counts as a Disability Under Employment Law?

The ADA uses a broad definition of disability. Generally, a person may qualify if they have a physical or mental impairment that substantially limits one or more major life activities, have a record of such an impairment, or are regarded as having such an impairment under the law.

Major life activities can include walking, seeing, hearing, speaking, learning, concentrating, communicating, and working. They can also include major bodily functions.

Disabilities covered by employment protections may include:

• Physical disabilities: Mobility impairments, chronic conditions, neurological conditions, and other physical limitations.
• Sensory disabilities: Blindness, low vision, deafness, and hearing loss.
• Intellectual and developmental disabilities: Conditions that may affect learning, communication, or daily functioning.
• Mental health conditions: Certain conditions such as depression, anxiety disorders, and post-traumatic stress disorder (PTSD).
• Chronic illnesses: Conditions such as diabetes, multiple sclerosis, epilepsy, and other illnesses that substantially limit major life activities.

A disability does not have to be visible to receive legal protection. Someone may have a condition that affects their ability to work without others knowing about it.

The ADA also does not require a person to have a particular diagnosis or use a specific type of mobility or assistive device to be protected. Whether someone qualifies depends on the applicable legal definition and individual circumstances.

3. What Is a Reasonable Workplace Accommodation?

A reasonable accommodation is a change or adjustment to a job, workplace, or application process that helps a qualified person with a disability participate in employment.

The purpose is to give someone an equal opportunity to apply for a job, perform its essential duties, and access workplace benefits and opportunities.

An accommodation depends on the person's limitations, job responsibilities, and workplace circumstances. What works for one employee may not be appropriate for another.

Examples of reasonable accommodations

Depending on the situation, accommodations may include:

• Flexible scheduling: Adjusting work hours to accommodate medical appointments or disability-related needs.
• Modified workspaces: Providing an accessible desk, workstation, or office layout.
• Assistive technology: Offering screen readers, speech-to-text software, or adapted equipment.
• Communication support: Providing sign language interpreters, captioning, or accessible training materials.
• Modified procedures: Adjusting certain workplace policies or the way tasks are completed.
• Remote work: Allowing telework when it is an effective accommodation and does not create an undue hardship.
• Additional breaks: Adjusting break schedules when needed for a disability-related reason.
• Reassignment: Considering a vacant position for which the employee is qualified when reassignment is an appropriate accommodation.

Employers are generally required to provide reasonable accommodations unless doing so would create an undue hardship, meaning significant difficulty or expense in relation to the employer's circumstances.

An employer does not necessarily have to provide the exact accommodation requested if another effective option is available.

The EEOC's guide to ADA employment rights explains how accommodations work and what employees can expect.

4. Do You Have to Tell Your Employer About Your Disability?

This is a common concern for people applying for jobs or managing a disability while working.

In many situations, job applicants are not required to disclose a disability during an interview or application process.

Before making a job offer, employers generally cannot ask applicants disability-related questions or require medical examinations. They may ask whether an applicant can perform the essential functions of a position, with or without reasonable accommodation.

After a conditional job offer, certain medical questions or examinations may be permitted if the employer applies the same requirements to everyone entering the same job category.

Once employment begins, employers are generally limited in the disability-related questions and medical examinations they can require.

When might you need to disclose a disability?

If you need a workplace accommodation, you generally must let your employer know that you have a medical condition or disability-related limitation and need an adjustment because of it.

You do not necessarily have to use the words "ADA accommodation" or provide a detailed explanation of your diagnosis to begin the conversation.

For example, an employee might explain that a medical condition makes an earlier start time difficult and request a modified schedule.

The employer may request reasonable documentation when the disability or need for accommodation is not obvious. Medical information obtained by an employer must generally be kept confidential and separate from regular personnel records.

For more information, review the EEOC's guidance on disability-related questions and medical examinations.

5. Can an Employer Deny a Job Because of a Disability?

An employer cannot simply reject a qualified applicant because of a disability when the person can perform the essential functions of the position, with or without reasonable accommodation.

Employers may still consider legitimate job-related qualifications, experience, skills, and requirements. Disability protections do not guarantee someone a job or require an employer to select a less-qualified applicant.

However, employers should not make assumptions about someone's abilities based only on a diagnosis, appearance, medical history, or need for accommodation.

For example:

• A qualified applicant who uses a wheelchair should not automatically be rejected because an employer assumes they cannot perform the job.
• A person with hearing loss should not automatically be disqualified if communication accommodations could allow them to perform the work.
• An applicant with a mental health condition should not be rejected based on stereotypes about their ability to handle workplace responsibilities.

Hiring decisions should be based on the person's qualifications and ability to perform the essential job functions, not assumptions about disability.

6. What If Your Employer Refuses to Provide an Accommodation?

If you request a reasonable accommodation and your employer refuses, it is important to understand why.

An employer may deny a request if the proposed accommodation would create an undue hardship or if the employee is not entitled to the requested adjustment under the law. However, an employer should not automatically dismiss a request without considering the circumstances.

The ADA generally expects employers and employees to participate in an interactive process to identify an effective accommodation.

If your request is denied, consider taking these steps:

1. Ask for an explanation. Request clarification about why the accommodation was denied.
2. Discuss other options. An alternative accommodation may address the same limitation.
3. Keep written records. Save your request, employer responses, medical documentation you provided, and related communications.
4. Review workplace policies. Check whether your employer has an accommodation process or human resources contact.
5. Seek outside guidance. Contact the EEOC, Arizona Attorney General's Civil Rights Division, or a disability rights organization if you believe your rights may have been violated.

A denied request does not automatically mean an employer broke the law. The facts, employer obligations, and available accommodations all matter.

7. Can You Be Fired or Punished for Having a Disability?

Federal and Arizona employment protections generally prohibit covered employers from treating qualified employees unfairly because of a disability.

This can include discrimination involving termination, reduced pay, job assignments, promotions, benefits, or workplace opportunities.

The law also protects employees from certain forms of retaliation.

For example, an employer may violate disability discrimination laws if it punishes an employee for requesting a reasonable accommodation, reporting disability-related discrimination, or participating in an investigation.

However, disability protections do not automatically prevent an employer from addressing legitimate performance or conduct issues. Employees are generally still expected to meet applicable job-related standards, with reasonable accommodations when required.

If you believe you are being treated differently because of your disability, document what happened and consider seeking legal guidance.

8. Can You Take Medical Leave Because of a Disability?

Some employees need time away from work because of a medical condition, treatment, surgery, or recovery.

Depending on the circumstances, leave may be available through the Family and Medical Leave Act (FMLA), an ADA accommodation, employer policies, or other applicable programs.

Family and Medical Leave Act (FMLA)

The FMLA provides eligible employees of covered employers with up to 12 workweeks of unpaid, job-protected leave during a 12-month period for qualifying reasons, including certain serious health conditions.

Employees must meet specific eligibility requirements involving their employer, length of employment, and hours worked.

For eligible employees, FMLA leave generally includes continuation of group health insurance under the same conditions as if the employee had continued working.

Visit the U.S. Department of Labor's FMLA information page to review eligibility and protections.

Leave as a reasonable accommodation

The ADA may also require an employer to consider unpaid leave as a reasonable accommodation when an employee needs time away from work because of a disability.

This depends on the circumstances and whether the leave would create an undue hardship for the employer.

FMLA and ADA protections are different. Someone who does not qualify for FMLA may still have rights under the ADA.

If you need time away from work, ask your employer or human resources department about the available leave policies and accommodation process.

9. What Should You Do If You Experience Disability Discrimination at Work?

If you believe an employer has discriminated against you because of a disability, you may have options for reporting the situation.

You do not have to determine on your own whether the employer violated the law before asking for help.

Start by documenting what happened.

Keep copies of:

• Emails and messages related to the incident.
• Accommodation requests and responses.
• Performance reviews and disciplinary notices.
• Relevant workplace policies.
• Dates, names, and descriptions of conversations.
• Any records that may help explain how you were treated differently.

You can then contact one of the organizations below to ask about your options.

Arizona Attorney General's Civil Rights Division

The Arizona Attorney General's Civil Rights Division investigates certain employment discrimination complaints under the Arizona Civil Rights Act.

The state generally requires employment discrimination complaints to be filed within 180 days of the alleged discriminatory act.

Visit the Arizona Attorney General's Employment Discrimination page to learn about filing a complaint.

You can also call 602-542-5263 for information.

U.S. Equal Employment Opportunity Commission (EEOC)

The EEOC enforces federal employment discrimination laws, including the ADA.

For many disability discrimination claims in Arizona involving covered employers, the filing deadline is generally 300 days from the alleged discriminatory act because Arizona has a state agency that enforces applicable employment discrimination laws.

Deadlines can vary depending on the employer and circumstances. Contact the EEOC promptly rather than waiting until the deadline approaches.

Visit the EEOC Phoenix District Office for information about filing a charge.

Disability Rights Arizona

Disability Rights Arizona provides information and advocacy related to disability rights, including employment protections.

Its resources explain reasonable accommodations, workplace discrimination, and examples of disability-related employment concerns.

You can contact the organization to ask whether it may be able to assist with your situation.

Arizona Department of Economic Security

The Arizona Department of Economic Security offers employment-related services and information for people with disabilities.

Its Vocational Rehabilitation program helps eligible individuals with disabilities prepare for, obtain, maintain, or regain employment.

Services may include career planning, job training, employment support, and assistance with workplace accommodations, depending on eligibility and individual needs.

10. Where to Find Additional Employment Support in Arizona

Beyond legal protections, there are programs that can help people with disabilities find work, build skills, and remain employed.

Consider exploring these resources:

• Arizona DES Vocational Rehabilitation: des.az.gov — Employment services for eligible people with disabilities.
• Disability Rights Arizona: disabilityrightsaz.org — Disability rights information and legal advocacy resources.
• U.S. Equal Employment Opportunity Commission: eeoc.gov — Federal employment discrimination information and complaint procedures.
• Job Accommodation Network: askjan.org — Free guidance about workplace accommodations and disability employment questions.
• Arizona Center for Disability Law resources: Disability Rights Arizona — Information about workplace rights and disability-related employment issues.

These organizations can help you better understand available services, workplace adjustments, and possible next steps.

Everyone Deserves a Fair Opportunity at Work

A disability should not prevent someone from being considered for a job, contributing their skills, or pursuing career opportunities. When workplace barriers arise, understanding your rights can help you decide how to move forward.

If you are an employee who needs an accommodation, a job applicant concerned about discrimination, or someone trying to return to work after a medical condition, there are resources available to help you understand your options.



At Call Christina Now, we believe people deserve access to information and support when life becomes difficult. Knowing where to turn can be an important first step toward protecting your rights and finding the support you need.