If you requested medical leave, modified duties, a schedule change, remote work, lifting restrictions, time off, or another workplace accommodation — and your employer ignored, punished, forced out, or fired you — your rights may have been violated.
Cedar Employment Law represents California employees in serious disability accommodation, medical leave, retaliation, wrongful termination, and workplace rights cases.
California employees only · Employee-side representation · Strategic, evidence-first advocacy
You disclosed a medical condition, restriction, disability, pregnancy-related limitation, or need for leave — and no one meaningfully responded.
Your employer denied the request without exploring alternatives, asking follow-up questions, or engaging in a real interactive process.
After your request, you were written up, isolated, demoted, scheduled unfairly, criticized, or treated as a problem.
Instead of exploring whether you could keep working with accommodations, your employer pushed you out or placed you on leave unnecessarily.
Your employer used paperwork delays, repeated forms, or unnecessary documentation demands to avoid addressing your actual limitations.
You were terminated shortly after requesting accommodation, providing a doctor's note, taking medical leave, or returning with restrictions.
When an employee has a disability, medical condition, pregnancy-related limitation, injury, or health restriction that affects work, California law may require the employer to consider reasonable accommodations.
That does not mean every request must be granted exactly as proposed. But it does mean the employer generally must take the request seriously, communicate in good faith, consider workable options, and avoid punishing the employee for needing support.
Many strong accommodation cases begin with a simple moment:
Then the employer responds the wrong way.
At Cedar Employment Law, we examine what you requested, what the employer knew, how they responded, whether they engaged in the interactive process, whether accommodations were available, and whether the employer's stated reason for discipline or termination appears to be a pretext.
We look for the facts that create leverage.
Accommodation cases are often about more than one bad decision. They usually involve a pattern: the employee asks for help, the employer delays or dismisses the request, and then the employee is punished for limitations they could not control.
You gave your employer a doctor's note with restrictions, but your employer ignored it, questioned it unfairly, refused to follow it, or treated it as an inconvenience.
Failure to accommodate, failure to engage in the interactive process, disability discrimination, retaliation.
You asked for light duty, lifting restrictions, reduced physical tasks, modified assignments, or temporary changes to your job duties, but your employer refused without a meaningful discussion.
Failure to accommodate, disability discrimination, wrongful termination.
You needed a modified schedule, time for medical appointments, intermittent leave, reduced hours, or flexibility because of a medical condition or disability.
Reasonable accommodation, medical leave retaliation, failure to engage in the interactive process.
You requested remote work or hybrid work due to a disability, medical condition, pregnancy-related limitation, or health restriction, but your employer rejected it without seriously evaluating whether it could work.
Failure to accommodate, disability discrimination, retaliation.
You wanted to continue working with reasonable modifications, but your employer forced you onto unpaid leave, removed you from the schedule, or said you could not return unless you were “100% healed.”
Failure to accommodate, disability discrimination, unlawful leave practices.
You requested accommodation, provided medical documentation, asked for leave, returned with restrictions, or disclosed a condition — and then you were suddenly written up, labeled difficult, or fired.
Retaliation, wrongful termination, disability discrimination, failure to accommodate.
Employers cannot usually avoid accommodation obligations by simply saying "no." In many cases, once the employer knows the employee may need help because of a medical condition, disability, restriction, or pregnancy-related limitation, the employer must engage in a good-faith interactive process.
That means communication.
That means exploring options.
That means considering whether the employee can continue working with reasonable adjustments.
That means not turning the request into a reason to remove the employee.
The employer learns you may need an accommodation, either because you requested one, provided a doctor's note, disclosed a limitation, or communicated a medical need.
The employer should communicate with you about your limitations, possible accommodations, documentation, and the essential functions of the role.
The employer should consider reasonable options, not just reject the request or demand that you return without restrictions.
The employer should provide a lawful, good-faith response — not retaliation, forced leave, discipline, or termination.
Failure to accommodate cases are fact-sensitive. They require careful review of what the employer knew, what was requested, what documentation existed, what options were available, and what happened next.
At Cedar Employment Law, we do not reduce your case to a checkbox.
We analyze the sequence.
We identify the protected activity.
We examine the employer's response.
We test the stated reason.
We look for timing, inconsistency, and pretext.
We determine whether your case belongs in early resolution, strategic referral, or litigation.
Cedar is built for California employees whose workplace rights were violated during some of the most vulnerable moments of their professional lives.
A focused strategy designed to present the accommodation failure clearly, document damages, and pursue meaningful settlement before filing where appropriate.
If the matter belongs with another firm, practice area, jurisdiction, or litigation model, Cedar may help identify the right next step.
For serious cases involving strong liability, damages, employer misconduct, and meaningful evidence, the case may need to be prepared for formal litigation.
Accommodation cases often turn on what was said, when it was said, who knew, and how the employer responded.
Before speaking with a lawyer, preserve documents that show your request, your medical restrictions, the employer's response, your job performance, and what changed after you asked for help.
If available, preserve:
Do not access, download, forward, or take confidential employer documents unlawfully. Preserve what you already have lawful access to and speak with an attorney about what may be appropriate.
This confidential case review helps us evaluate whether your employer may have failed to accommodate your medical condition, disability, pregnancy-related limitation, injury, work restriction, or need for medical leave.
Step 1 of 4 — How can we reach you confidentially.
Cedar Employment Law represents employees — not employers — in serious California workplace rights matters.
Our work is focused on helping employees understand whether their employer violated the law, whether the evidence supports action, and which path gives the case the best chance of a meaningful result.
We represent California employees in disputes against employers.
We evaluate medical restrictions, accommodation requests, leave communications, HR responses, and termination timing.
We examine documentation, employer explanations, timeline, witnesses, damages, and potential pretext.
We focus on serious cases where the facts, law, evidence, and damages justify meaningful legal action.
A reasonable accommodation is a workplace adjustment that may allow an employee with a disability, medical condition, pregnancy-related limitation, or health restriction to perform the essential functions of the job. Examples may include modified duties, schedule changes, medical leave, remote work, assistive equipment, reduced lifting, or changes to workplace procedures.
Not always. The employer may be able to offer an effective alternative. But the employer generally cannot ignore the request, reject it without meaningful discussion, or punish you for asking.
The interactive process is the good-faith communication between employer and employee about the employee's limitations and possible accommodations. It should be a real discussion, not a box-checking exercise.
You may still have rights. Employees do not always need to use perfect legal language. If your employer knew that you had a medical condition, restriction, disability, pregnancy-related limitation, or needed help performing your job, the employer may have had obligations.
That can be a serious red flag. Employers should generally evaluate whether an employee can perform the essential job functions with reasonable accommodation instead of automatically requiring a full release with no restrictions.
Termination shortly after providing a doctor's note, requesting medical leave, asking for modified duties, or returning with restrictions may raise concerns about disability discrimination, retaliation, failure to accommodate, failure to engage in the interactive process, or wrongful termination.
Forced leave may be unlawful if reasonable accommodations could have allowed you to continue working. These cases depend on the job duties, restrictions, employer operations, and available accommodations.
They may, depending on the facts. Mental health conditions can sometimes trigger accommodation obligations, especially where the employer knows the condition affects work and the employee needs support.
Employers may request reasonable documentation in some circumstances, but repeated or unnecessary paperwork demands can become a delay tactic. The key issue is whether the employer used the process in good faith or used paperwork as a barrier.
Do not quit without getting legal advice if possible. Resignation can affect your rights and damages. If working conditions are intolerable, document what is happening and speak with an attorney as soon as you can.
If your employer ignored your medical restrictions, denied your accommodation request, forced you onto leave, punished you, or fired you after you disclosed a medical condition, Cedar Employment Law can help you evaluate whether your rights were violated.
Your next step does not need to be dramatic. It needs to be strategic.
California employees only · Submitting this form does not create an attorney-client relationship.