Your Rights to Reasonable Accommodations Under FEHA: A Complete Guide for California Employees
If you’re working in California and managing a medical condition, disability, or other functional limitation, you have a right to ask for support at work through reasonable accommodations. Under the California Fair Employment and Housing Act (FEHA), employers have a legal obligation to provide accommodations that allow qualified employees to perform their jobs, unless doing so would impose an undue hardship. The Kaufman Law Firm.+2Employees First Labor Law+2
Yet many employees hesitate to make a request: fear of stigma, job loss, or being viewed as less capable may hold them back. This guide explains: what counts as a reasonable accommodation, when your employer must provide one, how to ask for one without fear, and what to do if your request is denied.
Why Asking for an Accommodation Can Feel Daunting
Many employees delay or avoid making accommodation requests due to fear of:
- Being labeled as “less capable” or “a problem.”
- Retaliation, demotion, or termination after requesting help.
- Revealing sensitive medical information.
- Being told “no” or that their request is “unreasonable.”
However, the law protects you from retaliation for requesting accommodations. Employers are required to engage in the process and cannot punish you for asserting your rights.
How to Ask for a Workplace Accommodation (Step by Step)
Step 1: Prepare in advance
- Identify how your condition or limitation affects your ability to perform essential job functions.
- Think about what change or adjustment would enable you to perform effectively (e.g., different hours, assistive equipment, remote work). Employees First Labor Law
- Review your employee handbook or your employer’s accommodation policy (if available).
- Decide whether you’ll submit a written request (which creates a record) or request verbally (with follow-up email).
Step 2: Formally make the request
- Use clear, simple language: e.g., “I have a medical condition that limits my ability to [specific task]. I would like to discuss a reasonable accommodation to enable me to perform my job effectively.”
- You need not quote the law or use technical legal terms like “FEHA” or “ADA”—what matters is stating your need clearly. Employees First Labor Law
- Send your request to the appropriate person (supervisor, HR, accommodation coordinator) and keep a copy.
Step 3: Engage in the “interactive process”
Once your employer is aware of your request, FEHA requires a timely, good-faith interactive process between you and your employer to identify an effective accommodation. Legal Information Institute+1
- The employer may ask for medical documentation if the disability or need is not obvious.
- You and your employer should identify limitations, essential job functions, and possible accommodations.
- The employer must consider alternatives if the initial requested accommodation is not feasible.
- If reassignment is required, the employer should consider vacant positions for which you are qualified.
Step 4: If your request is approved
- Work cooperatively with your employer to implement the accommodation.
- Ensure you know how and when it takes effect, and whether adjustments will be needed.
- Monitor how it’s working and communicate if further modification is needed.
Step 5: If the request is denied or you face retaliation
- Ask for a written explanation from your employer.
- Document all communications, notes of meetings, correspondence, and the employer’s response or denial.
- Review whether the denial was based on “undue hardship.” Under FEHA, an employer may deny if the accommodation would cause significant difficulty or expense. The Kaufman Law Firm.
- If you believe your rights were violated, consult an employment lawyer and consider filing a complaint with the California Civil Rights Department (CRD)—formerly DFEH.
Resources and Support
Key legal sources and resources:
- California Code of Regulations Title 2, § 11069 — Interactive Process under FEHA. Legal Information Institute
- SHRM article: “How to Handle California FEHA Reasonable Accommodation Requests.” SHRM
- Employees First blog: “How to Request a Reasonable Accommodation at Work (California Guide).” Employees First Labor Law
- California law firm blog: “What are the Reasonable Accommodation Requirements under California’s FEHA?” The Kaufman Law Firm.
Under FEHA, you have the right to seek a reasonable accommodation at work—and your employer has an affirmative duty to engage in the interactive process. While asking for an accommodation can feel intimidating, being informed, prepared, and proactive allows you to safeguard your rights and your career. If you encounter resistance or face negative consequences, legal help is available.
📣 Call to Action
If you believe you need a workplace accommodation or if you’ve been denied or retaliated against, contact Smith & Reback Law for a confidential consultation.
- Email: Intake1818@smithrebacklaw.com
- Phone: (213) 433-1818
- Address: 16255 Ventura Boulevard, Suite 600, Encino, California 91436
You deserve a workplace where you can perform your job fully and fairly. Asking for help is your right, make sure you’re heard.
