Disability Accommodation: Enforcing Your Right to Reasonable Support at Work

Congruence Law, P.C. Advocates for Employees Seeking Fair Treatment Under the ADA.

Disability shouldn’t mean disadvantage in the workplace. The Americans with Disabilities Act (ADA) and state anti-discrimination laws require employers to provide reasonable accommodations to qualified workers with disabilities. Whether you need a modified schedule, assistive technology, medical leave, or just a fair chance to succeed, the law protects your right to request support without fear of punishment.

At Congruence Law, P.C., we represent employees who have been denied accommodations, ignored by HR, or retaliated against for asserting their rights.

What Is a “Reasonable Accommodation”?

A reasonable accommodation is any adjustment to the work environment or job structure that allows an employee with a disability to perform the essential functions of their role. Examples include:

➤ Modified Work Schedules or Telework

Changes to start times, remote work arrangements, or reduced hours as needed for medical treatment or recovery.

➤ Assistive Technology or Equipment

Screen readers, ergonomic furniture, captioning software, or other tools tailored to specific impairments.

➤ Job Restructuring or Reassignment

Minor duty reallocation or reassignment to a vacant role when the original position cannot be accommodated.

➤ Medical Leave

Leave of absence (paid or unpaid) can qualify as a reasonable accommodation when tied to a disability.

Signs Your Employer Is Violating the ADA

• Refusing to consider your accommodation request or ignoring your doctor’s note

• Denying a modification without engaging in an interactive process

• Firing or disciplining you for needing time off or asking for flexibility

• Claiming your condition “doesn’t qualify” without legal justification

• Retaliating against you for asserting your rights or filing a complaint

Employers must engage in a good-faith interactive process to explore accommodations. A flat denial—or silence—is not compliance.

What We Do at Congruence Law, P.C.

We help employees across industries enforce their rights to disability accommodations, including:

• Requesting accommodations through HR or management

• Challenging denials based on flawed assumptions or legal errors

• Filing complaints with the EEOC or state human rights agencies

• Litigating failure-to-accommodate or retaliation claims

• Negotiating reinstatement, back pay, or modified job arrangements

We also represent employees with invisible disabilities—like ADHD, PTSD, chronic illness, or mental health conditions—who are often overlooked or dismissed.

Common Employer Missteps (And How We Respond)

• “We don’t provide that kind of flexibility.”→ The law requires individualized assessment. One-size-fits-all denials are illegal.

• “That’s not a real disability.”→ We bring medical evidence and legal precedent to demonstrate ADA coverage.

• “You never filled out our form.”→ Verbal or informal requests may still be legally sufficient. Employers must respond.

Pitfalls to Avoid

Not Asking in Writing. Put your request in writing and keep a copy. Clarity and documentation protect you.

Assuming a Doctor’s Note Is Enough. Employers may require additional interactive discussion. We help you navigate it strategically.

Quitting Too Soon. Before walking away, explore legal remedies. You may have the right to reinstatement or settlement.

Why Choose Congruence Law, P.C.

We believe in workplace equality—without exception. We fight for employees with disabilities to ensure they are treated not as burdens, but as valued professionals entitled to support.

If your request for a reasonable accommodation has been denied or ignored, contact us today: employment@congruencelaw.com or at 202-630-8141

Let us help you turn barriers into bridges—and protect your right to succeed at work.