5 Key Facts California Workers Should Know About Disability Accommodations Under FEHA August 13, 2025 California’s Fair Employment and Housing Act (FEHA) offers strong protections for employees with disabilities. Whether you’re dealing with a long-term medical condition or a short-term health issue, understanding your rights can help you get the support you need at work. Below are five important points every California worker should know. 1. FEHA Covers Most Workplaces and Defines “Disability” Broadly FEHA applies to employers with five or more employees. Under California law, a disability is any physical or mental condition that limits (makes difficult) a major life activity (such as walking, lifting, concentrating, or working). This definition is broader than the federal “substantially limits” standard and also covers conditions that are episodic or in remission. Importantly, “working” itself is considered a major life activity. 2. You Don’t Need Magic Words to Ask for an Accommodation You can request an accommodation verbally or in writing, and there’s no special form or legal phrase you must use. (Nonetheless, we recommend explicitly asking for an accommodation in writing!) Once your employer knows or should know you may need an accommodation, they are legally required to begin a timely, good-faith interactive process to identify solutions. Failing to engage in this process can be a violation of FEHA. 3. Accommodations Can Be Flexible and Practical Reasonable accommodations vary depending on your needs and job duties. Common examples include: Adjusting your work duties Modifying your schedule Relocating your workspace Providing leave for treatment Supplying assistive equipment Employers should consider your preference but can choose any effective accommodation that does not cause undue hardship on the company. While medical leave can be reasonable, employers are not required to grant indefinite leave. 4. Your Medical Privacy Is Protected If your disability or need for accommodation is not obvious, your employer can request only reasonable medical documentation about your limitations and the need for accommodation, but not your specific diagnosis. Any medical information must be kept confidential and stored separately from your personnel file. Supervisors should only be informed about necessary work restrictions. 5. You’re Protected from Retaliation but There Are Deadlines It is illegal for your employer to retaliate against you for requesting or using a reasonable accommodation. To preserve your rights: You generally must file an intake form with the California Civil Rights Department (CRD) within three years of the last harmful act. You need a Right-to-Sue letter from the CRD before filing a lawsuit in court. Other legal deadlines are much shorter (some are only 6 months). Depending on your case you may have a short statute of limitations period so do not hesitate to speak with a lawyer to discuss your rights. Bottom Line:If you think you may need an accommodation – or your employer isn’t cooperating – consult a California employment lawyer. They can help you navigate the process, protect your rights, and act before important deadlines pass. This blog post is for general informational purposes only and is not legal advice.
